Our Process

The KNL process is efficient and hassle-free. We already know more maternal/child leaders who will become candidates in the next year than any other recruitment firm in the nation.

1. Clarify the real needs and goals of the position.

Our knowledge of the market allows us to dig deeper and ask better questions. Through interviews or site visits with hiring managers, we inquire about the challenges to overcome, management styles, personality issues, realistic salary ranges, and other key information often difficult to express in a job description.

2. Identify, qualify, and screen potential candidates.

Information we compile for your position is then shared with those we have identified as potential candidates, both active and passive. We will determine if the position can meet candidate salary expectations and verify that the qualifications are met and genuine interest exists.

3. Confidentially determine interest in you.

Throughout the process, circumstances will change. We will continue to screen skills, qualifications, and accomplishments and share our observations with your decision-makers. You avoid late-process rejections and exposing the staff to a candidate who has lost interest. You will also keep candidates who have genuine motivation. We re-verify the salary range and job challenges to make certain you don’t waste time interviewing a candidate that doesn’t fit your criteria or who isn’t serious.

4. Determine mutual interest for moving forward.

Once both you and the candidate show a sincere mutual interest, we will forward the resume to you and arrange for your initial telephone or face-to-face interview, as appropriate.

5. Provide valuable feedback.

Let us know how the interview went from your perspective. If you are enthused about the candidate, we can make sure the candidate knows it. We can also provide you with valuable feedback from the candidate, so you are best prepared to overcome any potential objections.

6. Arrange on-site interviews.

We’ll arrange any on-site interviews on your behalf and assist you in presenting your organization in the most positive light.

7. Contact candidate references.

With the candidate’s permission, we will contact references at the appropriate time in the process. We make sure references from a current employer are not contacted until after an acceptable offer has been made. Our candidates appreciate the fact we do everything possible to keep the search confidential.

8. Negotiate employment offers.

Depending on your organization’s policies, we can work with you in negotiating a fair package in keeping with current market conditions. You avoid the uncomfortable position of trying to negotiate directly with your new employee.

But it doesn’t end there. We’ll follow up and assist as needed to make sure your transition goes smoothly and you are pleased with your new employee. We have a lifetime commitment to our clients, and will always be there with you as your needs and goals change.

After the Search Agreement is executed our Search Process begins with:

  • Phase One: Position Assessment, Profile, White Sheet development – 1-2 weeks
  • Phase Two: Strategy and Candidate Identification – 1-2 weeks
  • Phase Three: Candidate Development – 4-6 weeks
  • Phase Four: Candidate Presentations and Interviews – up to 2-4 weeks
  • Phase Five: Candidate Selection – 1-2 weeks
  • Phase Six: 4-8 Week Notice and Start Date

KNL Process