Frequently asked questions by search firm clients

Questions Frequently Asked by Clients

 

Are you primarily a Minnesota focused search firm or do you conduct searches outside of Minnesota?
We are a Minneapolis founded and based search firm and have actually grown to become one of the top search firms founded in Minnesota. Most of our searches are completed right here in the greater Twin Cities metro area and within the state of Minnesota. We have an expanded geographic search capability and footprint developed since 2005 as we began helping a number of our Minneapolis and St. Paul clients with their expansion especially into East Coast/Atlantic Coast markets. We now have a satellite office at the northern tip of the Chesapeake Bay in Maryland that helps facilitate  the frequent Midwest-to-East search assignments we take on. Our search team includes: MN based Sales Recruiters, MN based Executive Recruiters, MN based Recruiting Solutions Consultants, MD based Sales Recruiters and MD based Executive Recruiters.

How do your services work?
DEARE is a search firm specializing in direct, “permanent” placement of sales and executive talent for our corporate clients. We rely on our extensive network of executives and sales professionals and maintain relationships with thousands of business professionals in the Minneapolis and St. Paul marketplace. Our candidates rely on our reputation, credibility, confidentiality and integrity, placing their trust in us as they confidentially explore an opportunity. While our candidates do not compensate us in any way, we have a strong reciprocal working trust with the candidates we represent.

The key to our services is our “direct” recruiting methodology:

  • We do not post our searches on traditional Job Boards including Monster, CareerBuilder, Dice and other “big board” career resources. Our searches do not appear on Job Board Aggregators such as Indeed.com. Our strength is our direct recruiting methodology powered by 15+ years of real professional relationships, a broad deep professional network and access with trust in the talent community.
  • We are not resume harvesters and processors. Instead, we take the labor intensive route necessary to discover and reach embedded talent. We directly recruit currently employed, successful people in relevant industry domains meeting the selection criteria of our clients. We work hard to identify prospective candidates and to compel and attract the few right-fit individuals
  • We are not dealing with job seeking applicants, and we are not in a position of trying to validate someone who is trying to “sell” us on their viability. Our focus is on searching for and finding the right people. Direct recruiting vs. vetting job seeking applicants makes a big difference in the talent pool generated. It is a much more labor intensive process on our end but it is the basis of our service differential and reputation.
  • All of our attention is devoted to our recruiting efforts and recruiting process support, not to selling our services
  • Approximately 90% of our current business has come to us via executive referrals, recommendations and repeat clients. About 10% of our business is introduced via new client inquiries.
  • Our search maximum is usually booked between 2-4 weeks in advance. We work exclusively and advise our clients on timing/expectations working together with urgency to hit hiring deadlines
  • We do not “sell” candidates. We position ourselves as critical talent analysts and take the position of a hiring manager
  • We work for, and in the best interests of our clients

Do you conduct pre-employment assessment of candidates? If so, what type of testing or assessments do you use?
Because many of our clients subscribe to their own pre-employment testing resources, we do not provide pre-employment testing unless specifically requested before engaging the search. We are prepared to recommend testing resources or provide testing including executive testing, sales aptitude testing and personality surveys for our clients.

We do conduct professional reference checks prior to offers being made as part of our search service package. Our Checkpoint Reference™ process is a unique, proprietary process developed to obtain directly relevant information from informed and unbiased supervisors, clients and colleagues.

What type of interview process do you go put candidates through? How many interviews do you conduct before submitting a candidate?
Our PinPoint Search™ methodology involves a thorough, best-practices-based vetting process in order to obtain an accurate perspective on the skill, experience, capability, performance history, career orientation, drive, and preparedness to meet our clients’ selection criteria. Our PinPoint Scorecard™ records the results of our vetting process and provides a reliable first-level assessment of  competency, capability, compatibility, commitment,  character, cultural and compensation fit. A full candidate profile is developed and a decision is made to engage the candidate in client interviews or end conversations with the candidate.

We employ a behavioral interview method, asking specific questions designed to obtain not just answers but examples of actual work situations, actions, responses and results. Screening takes place in both telephone interviews and face-to-face or video conference interviews with prospective candidates. Depending on the position being recruited and the selection criteria at stake, the process may be adjusted to conduct more or less intensive screening and interviewing.

If we choose not to proceed with candidates submitted, will you send us more? Is there a limit to how many candidates you send to a client?
We are capable of providing a broad pool of candidates and, unless contracted differently, we do not place a specific limit on the candidates we are willing to submit.

What is your fee structure?
Fees are quoted based on the position, job requirements, selection criteria, compensation and our working relationship [retained, engaged, contingency].

What is the difference between the “retained” and “contingency” search models?
Refer to Fees and Working Relationships for an explanation of the difference. Contact Rick Deare [952] 403-9700 or search@deare.com to obtain expanded detail.

What is your time frame from recruiting to an actual hire?
We will be able to estimate this for you based on the position in search. Our experience ranges from having the right candidate identified within minutes of receiving a search assignment to working for weeks to satisfy a “needle in the haystack’ requirement. The time frame from recruiting to an actual hire depends on a number of factors, including: talent pool scarcity, selection criteria, industry domain specificity, candidate identification timing, client responsiveness to candidate submittals, interview scheduling, number of interviews, process time, candidate decision cycle and other hiring process variables. Identification of right-fit candidates can happen very quickly. We often have soon-to-become finalist candidates identified within 1-9 days of launching a search. In the unlikely event that candidate identification challenges occur, we inform our client within the first week of the search and recalibrate as needed.