Our Personalized Approach

Kreischer Miller’s HCR group works differently than typical executive recruiting firms; we believe in a personalized approach. HCR’s mission is to identify the best talent that will contribute to the prosperity of our clients while finding our candidates challenging, long-term positions. This winning formula has resulted in a long list of repeat assignments and genuine partnerships.

Our process is broken down into five steps:

• Client On-site Assessment
• Sourcing Candidates
• Screening Candidates
• Offer Stage
• Post-start Date Follow Up

Client On-site Assessment

Meeting with the client is key to our understanding the following:

• working conditions
• corporate culture & hierarchy
• industry snapshot & company position within the industry
• different personalities with whom the position will interact
• specific job responsibilities needed by the Hiring Manager
• challenges both on the job and within the company
• company's interview process

We meet extensively with our clients and have on-going communication to continually clarify exactly the type of experience the position will require along with the best fit in terms of personality for the organization. We gather our information from the Hiring Manager and other key decision makers. Most importantly, we determine that all parties involved in the interview process agree with the expectations of the position.

In addition, we spend time with either the audit or tax manager from our firm to gain additional understanding of the company’s culture, history and current financial status.

Any information from the on-site assessment that is not confidential can help our candidates to make an informed long-term decision when joining the company. Back to Top

Sourcing Candidates

Employing the highest degree of confidentiality, we identify candidates best qualified to fit the specific position requirements. We draw from a number of sources to match candidates to client objectives including:

• Extensive Contact List - The firm’s network of contacts is used to create leads for potential candidates. We have found some of the best candidates through our continual networking with top executives.
  
  Our database of 10,000 names gathered over the past 8 years has allowed us to track the professional progression of numerous candidates. We update the database with company, position and salary information along with our personalized assessment of the candidate's strengths and any concerns.
  
  Contact lists, which include sources such as entrepreneurs, bankers, attorneys, insurance and other professionals, are used to generate leads for potential candidates. We utilize the contacts developed by the entire Kreischer Miller audit and tax team.



• Professional, Civic, and Social Affiliations - As members of a number of professional, civic and social organizations, the HCR Team has access to business leaders as a source of potential candidates. Additionally, members of our firm can also tap into their own professional organizations to add value to a search.



• Direct Recruiting Within your Industry - HCR can compile a list of your competitive companies and firms from which candidates will be recruited. Upon agreement, the HCR team will direct recruit people from those competitors while insuring our client’s confidentiality.



• Leading Edge Alliance - Kreischer Miller is part of a global alliance of major independently owned accounting and consulting firms. We have the ability and track record of working collaboratively and confidentially with our alliance partners throughout North America and the world. Access to our global partners' networks, resources and talent has allowed us to cast an even wider net in our talent identification and qualification process. Back to Top

Screening Candidates

We spend a considerable amount of personal time with each potential candidate to determine fit for the open position in terms of skills, background, personality and the candidate’s expectations for their next long term position. The candidate’s own description of their next position along with our personal meeting offers insight to us if this is indeed a good match with our client.

If requested, we also offer psychological screening of candidates to further test an individual’s traits, strengths, weaknesses, type of employee and other relevant characteristics that would directly impact the candidate’s success in the potential new position.

Once we determine a candidate as a possible fit for our client company, the final step is our complete background check consisting of:

1) credit/criminal/education history

2) ID/Social Security Number Information

3) Extensive reference checks including previous supervisors, co-workers and staff

4) Most importantly, we have our internal audit/tax team meet with candidates to help determine technical skills and company fit. Back to Top

Offer Stage

The key to a good match is that both the Hiring Manager and Candidate understand the expectations of the position and that the Hiring Manager agrees that the candidate is the best long term fit for the company.

Once the Hiring Manager has finished the interview process and determined the best candidate for the position, the HCR team can help with extending the offer and negotiating employment terms. If the Client wants to make the offer directly to the Candidate, we can help thwart any concerns on either side by passing along information.

We will also follow up with any candidates who are not being considered for the position. Back to Top

Post-start Date Follow Up

After the candidate starts employment, the HCR group will continue following up with both the Hiring Manager and the candidate. We want to find out any potential issues upon employment and how things are going for both parties. It is important to us that our clients and candidates feel that we continue being interested in how the long term fit is for both parties. When appropriate, we will try to help out if needed for any subsequent issues.

In summary, our personalized approach is how we have enjoyed a 98% retention rate in placing top executives in over 50 client locations per year.

The candidates we placed at client locations trust our process and recommend us for new placements. Any candidates not placed by HCR still recommend our services and continue to retain us. Our database of 10,000 candidates continues to grow due to our personal touch in follow up and networking.

Clients know that when they use the HCR team at Kreischer Miller, they will receive personalized service where their priorities become our priorities. Constant follow-up during the interview process along with post-placement calls ensures that we consider the service to our clients to be our goal.

The HCR Team has passion for executive search because we know that we fulfill a need in the marketplace and we positively affect people’s lives and businesses. Back to Top

For further information, please contact Tyler Ridgeway, HCR Director, at 215-441-4600 or tridgeway@kmco.com.