CPO Recruiting ~ Executive Recruiters, Headhunters and Talent Acquisition
 P.O. Box 1741
 Horsham, PA 19044
 215-672-6400

Services   

The following is information about our group and an outline of the services that we offer to our clients:

CPO Recruiting Group, with over 40 years of collective experience, specializes in the technical and scientific search, recruitment and permanent placement of Information Technology, Internet Marketing and Engineering Specialists primarily in the Philadelphia Tri-state area. Our assignments have recently been retainer-based and range from junior-level experience through upper-level management for a variety of industries. We also provide on-going contingency-based searches based on individual client needs. Our ability to work together in the search, sourcing, securing and placement of candidates have enabled us to build an exceptional network of talented professionals, most of whom have maintained regular contact with us throughout the years in order to stay attuned to the current marketplace as well as to the job opportunities that relate to their background and skills. In this ever-changing economy, we have found a vast number of key players who do not want to market themselves openly, even if their job security may be questionable, but prefer a more confidential approach by using CPO Recruiting Group at the forefront. This approach makes sense given their level of expertise and the capabilities that they possess.

Our professional and ethical representation to our clients coupled with our recruiting strategies and networking methods, has served to augment our individual searches, and in turn have benefited the clients that we represent. You will see the difference in the quality of candidates whom we target and our conscious effort towards efficient use of both your time and ours.

CPO customizes their search process to each and every client's needs. With regard to Straight Contingency recruitment services in which we are not the only individuals recruiting for the position, CPO does the screening, phone interviews, presents candidates and checks finalist's references. Expenses associated with Straight Contingency searches are our responsibility. The Straight Contingency recruitment services that CPO will provide to our clients will include the following:

NEEDS ASSESSMENT:

~ One of the partners from our group will get a clear understanding of your corporate values and team culture to ensure that your new hire(s) will be an asset to your organization. It is this person's objective to gain a thorough understanding of the specific position and the preferences of the hiring manager with regard to industry experience and particular requirements that are most significant to meet his/her needs. This can best be achieved through interaction with the decision maker on a given opening.
~ We at CPO pride ourselves on catering to our clients' preferences for how things should be done. Thus, if agreeable with the client, before each search assignment our representative will do the following:
1) Thoroughly review the job requisition to assure understanding of all criteria.
2) Dialogue with the hiring manager to clarify any questions and further discuss the preferences including specific company or industry background.
3) From that discussion, put together a series of questions to pose to each candidate to provide a more in-depth picture of their background that is of specific interest to the manager on the particular position(s).
4) Identify the salary grade and skill set necessary to be considered at that level.
5) Identify the preferred method of correspondence, scheduling of phone screens and interviews, and any special instructions or directions to be used in the process.

~ We have found that the investment of time accomplishing these tasks, results in a rather large savings of client resources (namely interviewing time for HR, managers, and other interviewers, as well as time spent processing resumes and scheduling candidates, etc.) Additionally, it allows us to be efficient in our search efforts, which translates into a stream of well-qualified candidates in a much shorter timeline.

CANDIDATE SEARCH:

~ Upon completion of the needs assessment, the partners will meet to determine allocation of resources and the best approach to a successful search on the criteria set forth above.
~ CPO recruiters will do some or all of the following to open up the search:

1) Query internal databases to identify qualified candidates that are available now, as well as candidates actively working in the industry to begin networking to "passive" candidates.
2) Post jobs on our website and various job boards that we deem appropriate to reach the preferred candidate pool.
3) Place advertisements in various print media when appropriate, especially when the opening specifies a strict geographic requirement.
4) Identify potential companies and/or candidate sources that meet the preferences of the hiring manager as previously discussed, and target those candidates through traditional networking methods such as cold-calling, phone prospecting, etc.
5) CPO also uses the Internet as a value added tool to identify and develop appropriate sources and leads to network and recruit from.
6) Contact professional organizations and/or University advanced study programs based on special requirements. Utilize college and university placement services for entry level openings when appropriate.

~ As the search progresses, we meet regularly to assess the effectiveness of the sources we are pursuing and the results we are producing. We find this to be a necessary step as we strive to cover all bases for potential candidate leads with the emphasis leading to successful candidate submissions.

CANDIDATE EVALUATION:

Client-side Requirements:
~ CPO screens heavily for proper fit technically and professionally as stipulated in the job description provided to us by our clients. We work closely with the priority requirements spelled out by the hiring manager, and the questionnaire generated at the start of the search. We provide candidate responses to those questions as well as our comments on qualifications that we believe would be of interest to our clients.
~ We have a thorough understanding of business practices, and experience has taught us how differently each company applies and distributes responsibilities and job titles through their organizations. In essence, a Business Analyst at one company may not be qualified for a Business Analyst role at another company, regardless of industry. We feel it is necessary to gain a complete description of actual experience and responsibilities in order to determine whether the candidate is indeed qualified for the opening.
~ CPO continually strives to stay current on new technologies, methodologies, and programming languages to the extent that we may interpret the quality of a candidate's experience.
~ Based on our team philosophy, there is never cause for submitting poorly qualified candidates to meet "quotas" or "weekly numbers" within our organization. CPO's mission is to provide customized service to make the recruiting process easier and to assist clients in meeting their hiring goals. Therefore, there are no internal recruiter "politics" to adversely affect the quality of candidate submissions.

Candidate-side Requirements:
~ CPO screens every candidate with regard to communication skills, personality, career interests, availability, salary requirements, citizenship/permanent residency, location/distance, relocation issues, and motivation for leaving current place of employment.
~ We thoroughly discuss candidate career preferences and how they are aligned with the opportunity at hand. These issues include, but are not limited to, candidate's short- and long-term career goals, preferences pertaining to company size and culture, personal goals (i.e. furthering education, specialty training, etc.), benefit needs for the candidate and family, and personal strengths and interests.
~ We also assess where the candidate is in his/her job search to better inform our client early in the process (i.e. whether the candidate is a recruited "passive" candidate or one that is actively seeking employment; if the candidate is close to receiving other offers, etc.) We consider these the "Candidate-side Requirements" and recognize that they are an integral part of every career move.
~ CPO does not maintain weekly "quotas or numbers" thus, based on our team philosophy, there is no pressure and no reason for CPO recruiters to submit inappropriate candidates to clients. We work closely with client and candidate to make sure there is a "fit" on many different levels.

Candidate Presentation:
~ Our clients will advise CPO of their preferred method for presenting candidates, including who to "cc" on a given opening. Typically, CPO will send submissions via email. Included in each will be a complete resume, salary requirements, particulars about the candidate, answers to the questionnaire referenced on page 2, and any other pertinent information that would help our clients determine further interest.
~ CPO will refer to our clients only those candidates who meet or exceed the job requirements and the other qualifiers previously discussed. Additionally, only those who are genuinely interested in our clients and the presented position will be included. Of course, as the search evolves, sometimes the requirements do also. We understand this and react quickly to modifications along the way.
~ Should the manager still be "on the fence" about a specific candidate, CPO will work with the appropriate staff at our clients to screen the candidate further with additional questions or schedule a short telephone screen between the candidate and the hiring manager directly. It is our objective to work with our clients and abide by their preferred method on how to proceed with the candidate to determine further interest prior to inviting the candidate in for a face-to-face interview.

INTERVIEWS:

~ At this point, we turn to the experience of our clients, and respect that you have an interview process in place. We work in tandem with you, maintaining your guidelines and practices, and seek to be your best company representative in implementing the interview process.
~ Once you have determined which candidate(s) you wish to interview, CPO will work with the appropriate staff at our clients and the candidate to make that happen. We will schedule the interview based on our clients' availability, and provide the candidate directions and instructions for when he/she arrives at the interview.
~ Following the interview, CPO will have a debriefing session with our clients and the candidate(s). We will readily assist to resolve any follow up questions that may arise for either party appropriately.
~ Once we have established that there is interest in a given candidate, CPO will begin contacting references and collecting their responses for our clients to review (see sample reference questionnaire that is attached). This information will be forwarded as soon as completed.

DECISION AND OFFER:

~ CPO recognizes that each organization has their preferred approach for this process. We operate as your partner with the unified goal of securing your selected candidate(s).
~ When you are ready to make a hiring decision, our CPO representative will facilitate the offer process as agreed with our clients. In addition, we will continue to maintain the interest level of backup candidates, and correspond appropriately with those who are no longer in consideration. This correspondence is critical in its affect on how these candidates will view our clients in the future.
~ CPO will work with the candidates throughout the offer and acceptance phase and provide any necessary information which they may deem as being helpful including resignation letters, counter offers, etc.
~ We will continue our coordination efforts through the candidate's start date and assist them in providing our clients any of the particulars required. We will advise the candidate of necessary testing that will be part of the hiring process, i.e., skills testing when necessary, drug testing and/or physical exams required upon acceptance of an offer, and any other background checks required by our clients for employment. On behalf of our clients, CPO regularly follows through with reference checking once there is an offer and acceptance. List of questions CPO uses can be viewed here in PDF format: Reference Questions

In closing, what sets CPO apart is that we are externally focused rather than internally focused. With fewer constraints and less bureaucracy, we have the freedom to focus our energies and efforts on our clients, executing searches and nurturing relationships. Our philosophy is based on teamwork and efficiency, and as such, we are free of the distractions that hinder results and are unrelated to our clients' best interests. We respect our clients' preferences and pride ourselves on catering to their specific needs. With our depth of experience and strengths, we are able to weave it all together in a customized effort that brings results while maintaining high quality. Thank you again for your time and interest.

 

Software Development Jobs · Marketing / Sales Jobs · Managerial Jobs · Technical Support Jobs · Engineering Jobs · Other Jobs