Henry Executive Recruiting Incorporated understands that the process of executive recruitment goes beyond immediate search needs. It is critical to the long-term success of the organization.
We recruit recruiters.
Client Needs Candid discussions are held with you to gain an understanding of your company operations, human capital strategy, and specific leadership talent required. The result will be an organizational structure to achieve your company goals.

Identifying & Presenting Candidates We conduct targeted research. We identify and approach talent management professionals whose experience, credentials, skills and accomplishments are appropriate. We provide resumes and the largest possible pool of qualified recruiting talent before the evaluation process.

Updates We provide a market analysis report providing a summary of all individuals that have been contacted, and profiles of our most qualified recruiting talent.





Free Client Evaluation
FREE CLIENT EVALUATION
Company Name
Company Representative
Title
Office Phone
Other Phone
Fax
Office E-mail
Other E-mail
Website Address
Business Address
City
State
Zip Code
Country
Total Number of Positions Filled Last Year
Average Compensation of Positions Filled Last Year
# of HRAverage Compensation
# of SalesAverage Compensation
# of MarketingAverage Compensation
# of FinanceAverage Compensation
# of Mfg/OperationsAverage Compensation
# of TechnologyAverage Compensation
# of OtherAverage Compensation
Average # of days from requisition approval to first candidate interview
Average days to fill (from requisition approval to acceptance date, broken down by job type if possible)
Number of HR Staff involved in process (recruiters, generalists, admin, contractors, include full-time, part-time involvement)
Cost of HR Staff (Salary, Benefits, Bonus, Training, etc.)
Advertising expenses
# of positions filled through advertising
Agency / Search Fees (Include Cost of Purchased Research)
# of positions filled through agencies
Who has control of agency usage?
Number of different agencies utilized
Where does budget reside?
Average length of agency guarantees, should a client not work out
Cost of Job Fairs & Open houses
# of positions filled through Job Fairs & Open Houses
Cost of other sources (referrals, unsolicited resumes, etc.)
Average # of interviews conducted by hiring manager per position filled (interview to hire ratio – include multiple hiring managers per candidate)
Average compensation of hiring manager
Annual turnover rate (excluding RIF)
Describe the company's compensation philosophy, where does the company look to hire in regard to the market (i.e., 75th percentile)? How much of total compensation is variable performance based?
What is management's level of satisfaction with the recruiting function as it exists today, (quality, cost, time)? Why?
What would management say needs to be improved the most?
Projected hiring over next twelve months
Total Number of Positions to be filled
Estimated Average Compensation
Estimated Number of Positions Open Each Month
Number of Different Locations (Plant, Sales, HQ)
Please rate the following in order of importance
(5 = of utmost importance, i.e. want the best people no matter what it takes ,
1 = little concern, i.e. no one really cares or is looking at this):
Quality of Candidates
Time to Fill
Cost Per Hire
Why would a top candidate for a position want to come to your company? What is your compelling story?
Please provide any additional data available i.e. current open positions, compensation structures, relo costs, representative job descriptions, budget information, etc.:

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