OUR SEARCH PROCESS
CJC is renowned for creating the ideal match between candidates and clients. We understand that companies and people have individual personalities, which we consider to achieve genuine successful placements. When you add CJC to your team, we listen as carefully to you as we do to the candidates we interview on your behalf. Your objectives, criteria, and budget for a position are just the beginning. We evaluate the company culture, methods of operation, working environment, and other intangibles adding to the search portfolio. From the outset, our objective isn’t just to make a placement but to bring you the star candidate that will best promote the long-term success of your company.
CJC approach each assignment with a proven search process and methodology derived from many years of experience recruiting talent for the hospitality industry:
Step 1: Define Goals and Specifications.
Consult with clients on company culture, state of business, and corporate vision.
Define the job specifications, such as title, scope and responsibilities, compensation package, reporting relationships, and profile of the ideal candidate.
Step 2: Identify and Evaluate Candidates.
Compile a list of target sources for candidates.
Identify candidates using a proprietary database, an international network of contacts, and industry research.
Screen and evaluate candidates and prepare profiles as appropriate for client review.
Step 3: Interviews.
Interview prospects to determine whether their backgrounds are “on target” with client needs.
Prepare briefs for clients highlighting personal traits, work history, and observations made by the interviewer.
Create a final candidate list and arrange for client interviews of candidates.
Step 4: Candidate Selection.
Conduct final reference checks.
Conduct finalist interviews and select candidates.
Solicit the employees of an active CJC client.
Contact all sources and unsuccessful candidates to tie up loose ends.
Ensure a smooth transition for executive and client satisfaction with the search.
Step 5: Success.
Conduct candidate post-hire survey.
Maintain a relationship with the client to follow the hire’s progress.
Maintain relationships with the employee to ensure a smooth transition and evaluate progress.