EMPLOYMENT AGENCY RECRUITERS

1. Under no obligation to guarantee or produce results due to contingency financial arrangement. Focus is on generating resumes and forwarding them to employers. Will accept assignments from employers based upon a job description and little understanding of a company, its goals, products, people and the position. This approach leads to poor performing employees and rapid turnover in positions. A recent survey conducted stated that it takes 11contingency job orders to fill one opening. With odds like that a contingency recruiter must spread their focus and effort across 11-22 openings per month, often resulting in less than 8 hours spent on your search. With 8 hours or less in which to find candidates, recruiters primarily rely on in house resume databases and submitted resumes from ads, internet, etc. This tends to yield the best of the unemployed, unmotivated or unqualified candidates. Will cluster recruiting assignments and work on similar searches for competing companies. Are encouraged to present candidates on your assignment to your competition. No allegiance to customers as they are not under any obligation to produce. Emphasis is on speed and not quality. Therefore, candidates are presented quickly and with little if any in-depth qualifying or interviewing. Often try to manipulate employer and candidate into conducting quick interviews and fast hires or risk losing the candidate. 8. 8. 9. Represent candidates best interests. Conduct references only when requested by employer. If references are conducted they are conducted near the end of the hiring process and tend to be short and currosory. Selective listening often occurs as the recruiters ability to collect a fee is riding on good references being obtained. 1.

AUTOMOTIVE RECRUITERS INTERNATIONAL, INC

Guarantees the presentation of 3-5 finalists deemed qualified by both search firm and client. Timelines and progress reports provided. In-depth candidate assessments and face to face interviews enables clients to make better decisions than from just resumes. Will not accept an assignment unless we have met our prospective client and understand the clients ethics and values, company culture, management styles, responsibilities of the position, performance objectives, issues needing attention, etc. Automotive Recruiters International accepts a limited number of annual searches. Utilizing a quality driven process, an average of 90-160 hours is required to complete a search. Ascribing to the belief that the 90th percentile of executives and managers are currently employed producing outstanding results, we directly target those individuals within competing organizations or industries who have demonstrated their ability to lead and produce the results you are seeking. Automotive Recruiters Internationals ethics do not permit acceptance of similar searches for candidates from competing companies concurrently. When it comes to doing good search work, we believe there is an inverse relationship between speed and quality. Given that the decision to hire someone in a leadership role is one of the most important decisions any organization will make, we believe it is not something to rushed. Represent employers only. We view the assistance of candidates in negotiating a salary upward as a conflict of interest and ethically not permissible. Both formal and informal references are checked on each candidate before they are presented as finalists. Conducting good in-depth references are essential in making a long-term valuable fit possible.

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