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GMR - Recruiting Teams with Character spacer spacer

Why Corporate Culture Matters

When deciding whether to join a new company, there is more to consider than the position's responsibilities, growth potential, or compensation package. Certainly the relationship between you and your future superior is important. MORE...
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Navigating any new corporate culture demands proactive research, forethought and strong relationship skills

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Diligence Process

Diligence ProcessGMR dedicates itself as a value-added extension of its client's management team through the aggressive discovery and pursuit of only the most talented resources.  This can only happen by investing the time to learn as much as possible about each client's business, culture and long term objectives.

Once requirements are thoroughly defined, GMR search consultants prepare a research plan entailing a multi-threaded sourcing strategy.  Guided throughout the full search life cycle by GMR's Diligence™ methodology, GMR consultants rigorously screen and qualify prospects on multiple levels for talent, experience, longevity, motivation and character.

Building an outstanding management team or finding the right person to lead a Fortune 500 company doesn't happen by accident.  The Diligence™  recruiting methodology ensures that every GMR recruiter follows a rigorous process that enables clients to build organizations with best-of-breed talent.

GMR believes that as a professional services firm, it is our responsibility to exert our leadership and judgment, and provide the client with only specifically targeted, pre-interviewed, pre-screened, pre-qualified and pre-sold candidates.  The burden of qualifying candidates, screening and determining the highest probability of a match falls upon GMR, not the client.  The Diligence™ process gives hiring managers and human resource professionals a high level of confidence that the candidates they meet will have the highest probability of long-term career success; thereby reducing the cost-to-hire and maximizing employee retention.

The Diligence™ process begins with face-to-face client meetings to develop detailed requirements based on the strategic and tactical needs of the organization and the business.  GMR invests time upfront to learn about a client's business issues, understand the culture and document the client's needs.  In consulting, success hinges upon gathering detailed client requirements.  The same is true in recruiting.  Accurate job requirements maximize the productivity of GMR's recruiters by focusing their sourcing efforts on candidates who have the highest probability of a match, and the productivity of the client by presenting only a select few of the most qualified candidates.

Diligence™ guides GMR with a target-specific, multi-threaded sourcing process to identify and assess those most coveted, passive candidates who have the greatest likelihood to possess the specific skills, industry experience and talent most valued by each client's hiring authorities.  Diligence™ further directs GMR to rigorously measure candidates in exhaustive, multi-hour, face-to-face interviews.  GMR assesses each candidate with situational questions, in-depth career tracking and unbiased third party references, in addition to evaluating experience, management style, and human character - qualities that cannot be assessed with todays overly automated, Internet-centric, sourcing tactics.  Interviewers rate candidates on GMR's Diligence Scorecard™, which allows them to apply subjective judgment on each candidate within an objective framework.  Comparative scores on multiple candidates then are plotted graphically on GMR's Diligence Quadrant™. Candidates are appraised for both their capability and their likely longevity as an employee.  These tools enable interviewers to constructively challenge their emotional instincts and focus on the documented requirements.  Diligence Scorecard™ and Diligence Quadrant™ serve the same purpose for the client's interview team, as well.
 

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GMR POLL
In light of our current economic climate, what steps are you taking to recession-proof your career?
 
Inspiring Quotes
"Character, not circumstance, makes the person."

-- Booker T. Washington, American educator and civil rights activist (1856-1915)
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