Methodology

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

Briefing

  • Define search objectives.
  • Assess client organizational culture.
  • Identify client primary specifications for candidates.

Sourcing

  • Search Royster candidate database.
  • Identify networking resources within specific industry.
  • Research appropriate organizations to locate candidates.
  • Contact potential candidates on a direct inquiry basis.

Interviewing

  • 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.

Selection

  • Present best qualified list of candidates for client consideration.
  • Schedule initial interview followed by in-depth interviews with others in client organization.

Background Check

  • Conduct extensive background check and academic verification.
  • Contact selected references to complete candidate profile and gain insights into professional experience and performance.

The Offer

  • 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

Site Survey

  • Define search objectives.
  • Assess client organizational culture.
  • Identify client primary specifications for candidates.

Sourcing

  • Search Royster candidate database.
  • Identify networking resources within specialty markets.
  • Launch online and print advertising campaigns.
  • Contact potential candidates on a direct inquiry basis.

Interviewing

  • 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.

Quality Assurance

  • 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.

Contract Management

  • Transition to presenting a competitive employment contract to meet candidate expectations.
  • Incorporate essential elements into offer that result in a highly amenable agreement.

Retention

  • 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

Briefing

  • Define search objectives.
  • Assess client organizational culture.
  • Identify client primary specifications for candidates.

Sourcing

  • Search Royster candidate database.
  • Identify networking resources within specialty markets.
  • Launch online and print advertising campaigns.
  • Contact potential candidates on a direct inquiry basis.

Interviewing

  • 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.

Quality Assurance

  • 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.

Managing the Offer

  • Transition to presenting a competitive employment contract to meet candidate expectations.
  • Incorporate essential elements into offer that result in a highly amenable agreement.

Retention

  • 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

Briefing

  • Define search objectives.
  • Assess client organizational culture.
  • Identify client primary specifications for candidates.

Sourcing

  • Search Royster candidate database.
  • Identify networking resources within specialty markets.
  • Launch online and print advertising campaigns.
  • Contact potential candidates on a direct inquiry basis.

Interviewing

  • 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.

Quality Assurance

  • 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.

Contract Management

  • Transition to presenting a competitive employment contract to meet candidate expectations.
  • Incorporate essential elements into offer that result in a highly amenable agreement.

Retention

  • 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.