Glass Farm

Through our more then 20 years experience in staffing and placement, we have developed an extensive, exclusive formula that practically guarantees success each and every time.

Direct Targeted Search + Extensive Selective Process + Candidate Relationship + Client Partnerships = Practically Guaranteed Results

This structured approach means we are consistent and can immediately focus on finding the right person. It all starts with Listening to You and what you need, then concentrating our efforts in finding you that person and creating a successful hire for your company. Here's how the comprehensive 30 Step Placement Process can work for you and your company.

Listening

We consider this the most important part of the process. If we don't listen to what you want and need, than our search will be a waste of everyone's time.

1. Refine the search. This is the cornerstone of our process. This is you tell us everything we need to carry out a professional search. This includes hard and soft skills.

2. Create a profile of your company and how this position will fit in, including both short and long term goals for this position and selling points on your company to attract the top candidate.

3. Create a profile of the ideal candidate against which we can compare potentials.

4. Consult with you on current and past industry compensation packages and create a competitive framework.  This can include relocation, benefits, retirement, bonuses, stock, additional education, etc.

5. Assemble a list of targeted companies and locations to source for the ideal candidate.

Sourcing, Screening & Evaluating

This is where our 20 years of experience shines through.  We can talk to a 30-year Mainframer/Project Manager, or a 2- year PeopleSoft Developer and understand what’s going on behind the message; find out if they really know their stuff.  So you can be sure your candidates really can do the position, as well as fit into your company.

6. Source from the list compiled above and referrals.  This is our biggest source. We narrow down to people with decent resumes and a willingness to change positions.

7. Conduct in-depth candidate telephone interviews (face to face if the candidate is local) to determine the true depth of their technical skills, the management style they like/use, the size company they are looking for, the structure they prefer, career goals, personal issues, etc.

8. Arrange a technical screening.  This can be an actual test, a conversation with a veteran in the field, or a conversation with your trusted technical person.

9. Customize candidate resumes into a concise, easy to read format that contains all the pertinent information, accurately.

10. Present the resumes of our top 1-3 candidates and an evaluation of our interviews and conversations with them as well as the reasons why these rose to the top of our screening process.

The Interviewing Process

Now it’s your time to shine.  We can help you sell your company to the candidate to practically guarantee they’ll want to come to work for you.  All while you see how they will fit into your organization.

11.  Arrange telephone or face-to-face interviews with you.  We usually recommend a telephone interview to start, unless the candidate is local.  This saves you money until you have mutual interest.

12.  Prepare the candidate for the interview, including discussing your goals and priorities.

13.  Prepare you or the manager conducting the interview on the candidate’s goals and priorities.

14.  Debrief the candidate on his/her thoughts on your company, the manager who performed the interview, the position and interest level.

15.  Debrief you and discuss candidate’s interest and compatibility. 

16.  Arrange face-to-face interview with entire team for those you are interested in, or politely release those you are not.

17.  Provide written in-depth reference checks.

18.  Prepare candidate for face-to-face interview, including goals, priorities, department environment, and the layout of your company.  We can also provide them with any forms you have so they can be filled out ahead of time, if you like.

19.  Prepare you for face-to-face interview, including any concerns the candidate has, and preliminary salary requirements.

20.  Debrief candidate on his/her thoughts on your company, location; commute issues/relocation issues, position, department, manager, coworkers, advancement, interest, etc.

21.  Debrief you on candidate’s compatibility with the department/managers, skill level, enthusiasm, and discuss the candidates’ thoughts.

Negotiation

 Again this is where our 20 years of experience benefits you.  We have been discussing compensation with both you and the candidate throughout the process, so none of this should come as a surprise, but we can help you make an offer that will not only get accepted, but without grudges.

22.  Verify current compensation, desired compensation, the threshold at which the candidate would be ecstatic, and the threshold at which they will turn the offer down.

23.  Negotiate a win-win package that you can afford and the candidate will accept.  This can include any or all of the following:  base salary, relocation, benefits, stock, sign-on bonus, educational expenses, annual bonus, Christmas bonus, review, vacation/PTO, and more.

24.  Extend offer verbally to candidate and obtain acceptance.

25.  Provide any other screenings you have previously requested in writing.  (Please refer to the disclaimer in the GlassFarm Placement Services, LLC Services Agreement.)

26.  Confirm start date with both you and the candidate.

27.  Assist with formal offer letter if requested.

28.  Consult with candidate on resignation and counteroffer issues, and relocation/temp living issues if there are any.  Remain in contact until candidate shows up and starts.

After The Placement

Once the person starts with your company, we do not feel like we are finished.  We stay in contact with both you and your new hire to ensure that things are going as smoothly as anticipated.

29.  Continue regular contact with you and your new hire through the first few months of employment, then irregular contact for at least a year, especially during significant times, i.e. promotion, buying a house, etc.

30.  If acceptable, ask you for a written reference we can use in marketing our services.

With so many talented people in the market place, it is overwhelming to receive an order and go out to the many boards and search for the right candidate.   Talking with 20 to 30 candidates with such a market saturation just to find the top 5.  Along with all your other duties in Human Resources, working with a professional recruiter can be the "Time Management" answer you were searching for! 

Our professional staff at GlassFarm can save you time and money.  We don't work the normal 9 to 5; we do whatever it takes to find the right candidates for you (hard and soft skills), canvassing multiple boards, utilizing our extensive referral networks and partnering across the United States to help identify "the best candidate, at the best price".  Our services cost nothing upfront.  We are a contingency search firm. 

If you hire a candidate from GlassFarm, they come to you completely screened, prepped and referenced with a commitment to a long term career with your organization and a full understanding of the aspect of the job.  On the thirtieth day of employment, you will be invoiced, so let our guarantee speak for itself.  Let us do the dirty work, the time consuming process of wading through the candidate pool and only the top screened and quality candidates will reach your desk making your job all the easier.  Our clients pay the placement fee, so our fiduciary responsibility is to you. 

We work hard to make you look good and build relationship that will last through the decades.  It is a partnership!  Let us know about the opportunity, why is it open, profile of the last employee in that role, the salary and and when it needs to be filled by; we will take it from there and work one on one with you.  Our mission is to make life easier since you have chose to work with a recruiter!

Disclaimer: Reduced fees negotiations sometimes lead to reduced services and guarantees. Individual agreement to terms will be determined in the future. Above terms and conditions are not binding.