| Topic Name: |
KPMG is my dream firm! |
| Message Name: |
Good Info |
| Date Posted: |
02/15/2006 |
| In Reply To: |
Applicant posts to the internet. Recruiter looks at resume. Recruiter (who supports Audit and Audit only but is knowledegable about FAS or FRM) recognizes that resume is better suited for thoes areas. Recruiter brings resume to attention of another recruiter who then calls applicant. Applicant ususally cant speak at work, Recruiter calls applicant after work, phone screens applicant; Makes determination that experience and certifications meet basic requirements for the job; Recruiter makes determination that applicant has sufficient communication skills necessary for the job. Recruiter calls Partner and his/her interviewing staff to schedule mutually convenient time for applicant to come in. After 3 or 4 calls recruiter is able to schedule candidate. Recruiter send agenda and schedule to both applicant and interviewing team. On day of interview, recruiter meets with candidate; puts candidate through critical behavior interview as do the members of the interview team,. Recruiter debriefs candidate to ascertain level of interest in position over the 3 other firms he/she is interviewing with. Recuiter ensures that all evaluation forms are filled out by the interviewing team and collected. Recruiter debriefs with interviewing team and it is determined to make the candidate an offer of say 70,000 per year. Recruiter verbally extends the offer; Candidate says "Can I get this in writing?" Recruiter says sure thing. Recruiter generates offer letter and sends to candidate who reviews it for a couple of days; usually with his current boss. Applicant says after several days "The offer is fair but my current firm just counter offered me with 75K. Recruiter goes back to HR and the Partner to determine if we should go higher. Partner and HR says maybe we should go to 75 and a 5 sign on. Recruiter goes bakc to applicant and tries to get by in at 75 and 5. Applicant agrees but quite coincidentally receives an offer from EY on the same day at 80K; Recruiter goes back to Partner and HR to determine if we pursue or walk away. Its determined that we walk away and let EY have the hire. Recruiter goes into resume tracking system and tracks all this activity. Reports to local leadership and national recruiting boss on activity and moves on. Multiply this process 40-60 times per year.
Rocket science? Nope? If I had the cure for cancer I wouldn't be doing this. Grind it out work? Yes Rewarding work? A lot of the time.
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| Message: |
So is the partner ultimately responsible for decided whether someone gets hired? How is recruiting experienced hires different from undergrads?
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