At Royster Group, we customize our approach to meet the specific needs of our clients. Our consultants follow a six-step process to ensure consistency and quality resulting in a successful engagement that exceeds client expectations. Click on a link below to learn more.
Executive Search Methodology
- Define search objectives.
- Assess client organizational culture.
- Identify client primary specifications for candidates.
- Search Royster candidate database.
- Identify networking resources within specific industry.
- Research appropriate organizations to locate candidates.
- Contact potential candidates on a direct inquiry basis.
- Initiate first round of in-depth interview process which includes prescreening, evaluating qualifications, and assessing organizational fit.
- Evaluate candidate accomplishments, behavioral characteristics, motivations and growth potential.
- Present best qualified list of candidates for client consideration.
- Schedule initial interview followed by in-depth interviews with others in client organization.
- Conduct extensive background check and academic verification.
- Contact selected references to complete candidate profile and gain insights into professional experience and performance.
- Assist client in developing and presenting a competitive employment offer based on current market data to selected candidate.
- Assist in negotiating initial offer, as necessary, through candidate acceptance.
Government Solutions Methodology
- Define search objectives.
- Assess client organizational culture.
- Identify client primary specifications for candidates.
- Search Royster candidate database.
- Identify networking resources within specialty markets.
- Launch online and print advertising campaigns.
- Contact potential candidates on a direct inquiry basis.
- Initiate first round of in-depth interview process which includes prescreening, evaluating qualifications, and assessing organizational fit.
- Present thoroughly researched list of qualified candidates for assessment.
- Client and candidate debriefing.
- Conduct extensive credentials and reference checks that generally include contact with supervisors, peers, and subordinates.
- Initiate reference check within the first 30 days of the process.
- Transition to presenting a competitive employment contract to meet candidate expectations.
- Incorporate essential elements into offer that result in a highly amenable agreement.
- Ensure new employee’s success by providing organizational preparedness and making communication connections that promote family, personal and social support.
- Maintain quarterly contact with both placed candidate and client to ensure
on-going and complete satisfaction.
Staffing Methodology
- Define search objectives.
- Assess client organizational culture.
- Identify client primary specifications for candidates.
- Search Royster candidate database.
- Identify networking resources within specialty markets.
- Launch online and print advertising campaigns.
- Contact potential candidates on a direct inquiry basis.
- Initiate first round of in-depth interview process which includes prescreening, evaluating qualifications, and assessing organizational fit.
- Present thoroughly researched list of qualified candidates for assessment.
- Client and candidate debriefing.
- Conduct extensive credentials and reference checks that generally include contact with supervisors, peers, and subordinates.
- Initiate reference check within the first 30 days of the process.
- Transition to presenting a competitive employment contract to meet candidate expectations.
- Incorporate essential elements into offer that result in a highly amenable agreement.
- Ensure new employee’s success by providing organizational preparedness and making communication connections that promote family, personal and social support.
- Maintain quarterly contact with both placed candidate and client to ensure
on-going and complete satisfaction.
Medical Services Methodology
- Define search objectives.
- Assess client organizational culture.
- Identify client primary specifications for candidates.
- Search Royster candidate database.
- Identify networking resources within specialty markets.
- Launch online and print advertising campaigns.
- Contact potential candidates on a direct inquiry basis.
- Initiate first round of in-depth interview process which includes prescreening, evaluating qualifications, and assessing organizational fit.
- Present thoroughly researched list of qualified candidates for assessment.
- Client and candidate debriefing.
- Maintain a pool of experienced healthcare providers available to perform services on a continuous basis.
- Maintain current status of certificates, licenses, and training while performing services for clients.
- Engage in ongoing communication with the client through emails, telephone calls and quarterly visits to ensure customer satisfaction.
- Transition to presenting a competitive employment contract to meet candidate expectations.
- Incorporate essential elements into offer that result in a highly amenable agreement.
- Ensure new employee’s success by providing organizational preparedness and making communication connections that promote family, personal and social support.
- Maintain quarterly contact with both placed candidate and client to ensure
on-going and complete satisfaction.
