Outstanding Client Support

Why will you get better results with sinertel? We work hard at building long-term relationships with our clients, at understanding your business and your needs. And we maximize search and placement success with this five-step process.

Under Standing Our Client Needs

1. Search Process
2. Assessing Candidates
3. Objective Decision Support
4. Hiring

Five good reasons

sinertel will help you define, find, assess, decide on, and secure the talented people you need to implement your strategic plan for growth and corporate development.

1. Understanding your needs

   You’re not just hiring an individual; you’re building your management or sales team. In this, we’ll act as your business partner. sinertel brings years of experience and a good deal of insight to the demanding process of finding the right fit for your team. Together, we’ll examine your long and short-term needs and plans. We’ll discuss the impact of your strategy on your growth. We’ll review the company’s evolution and the maturity of its market. We’ll examine the position you wish to fill, the skills required, and the team environment. We’ll help you articulate your expectations and preferences. A thorough understanding of your needs will help us find the qualified candidates who will best fit into your corporate culture, outlook, and strategy.

2. Searching

sinertel develops and executes a comprehensive search plan to find the candidates who meet your needs. We’ll do what it takes to find you the best. We maintain one of the industry’s largest electronic corporate databases, and we’ll search it for you. We’ll search public databases and published resources. We’ll tap the network of exceptionally talented people we’ve built over many years in business. We’ll identify and contact people in your industry or related fields who are not, at the moment, “in play.” Because we know you’re looking for more than a bundle of skills, we’ll seek out the candidates with more to offer. The exceptional talent—talent that doesn’t have to look for a job

3. Assessing candidates

Our seasoned search professionals will probe the candidates’ education, experience, and accomplishments. Our people will ask the candidates insightful questions to assess their intelligence, values, and personality traits. We’ll discuss candidates’ career aspirations and see how they compare to your company’s evolution and plans for growth. We’ll use the Professional Dynametrics Programs (PDP), an objective, statistically based behavioural trait assessment instrument, to help evaluate candidates’ natural aptitudes and attitudes. This very useful tool is updated periodically and has been used by us for over years. Results of the PDP are discussed with, and approved by, the candidate before they can be included in our assessment and presentation to you. sinertel will introduce you to the qualified candidates best suited to your company, your team, and your expectations only after this intensive assessment indicates a good match. ss. While slow hires do not guarantee good hires, fast hires may also sometimes prove to be a poor hiring decision. A bad hire may stigmatize the entire process of speed hiring.

4. Objective Decision Support

Our seasoned search professionals will probe the candidates’ education, experience, and accomplishments. Our people will ask the candidates insightful questions to assess their intelligence, values, and personality traits. We’ll discuss candidates’ career aspirations and see how they compare to your company’s evolution and plans for growth. We’ll use the Professional Dynametrics Programs (PDP), an objective, statistically based behavioural trait assessment instrument, to help evaluate candidates’ natural aptitudes and attitudes. This very useful tool is updated periodically and has been used by us for over years. Results of the PDP are discussed with, and approved by, the candidate before they can be included in our assessment and presentation to you. sinertel will introduce you to the qualified candidates best suited to your company, your team, and your expectations only after this intensive assessment indicates a good match. ss. While slow hires do not guarantee good hires, fast hires may also sometimes prove to be a poor hiring decision. A bad hire may stigmatize the entire process of speed hiring.

5. Hiring

You’ve met, interviewed, and reviewed the best talent available. You’ve carefully chosen the person you think has the most to offer your company. Now, what can you offer your chosen candidate? sinertel will discuss your attraction and hiring strategies with you. We’ll review what you have to offer, how and when it should be offered. Together we’ll review how you can respond to a competitive bid. We’ll ensure that you know what will attract and keep the talent you want. What “hidden” needs your candidate has that are unmet elsewhere. We’ll review the unique strengths of your candidate, and help you structure the position to maximize your new team member’s effectiveness and job satisfaction. And we’ll look at the ways in which you can motivate and retain key people. As the “go-between,” we’ll help you manage the offer presentation, negotiate any details, and secure the best person for the job. The handshake is all yours.