How We Find The Talent

We source a wide spectrum of Premiere Talent from multiple resources by combining advanced deep dive and Boolean
internet research tools/techniques with traditional recruitment methods and industry-leading best practices.

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Marketing Your Opening To Reach The Talent

  • We must agree to an exchange of commits for the overall recruiting process to be successful
  • Collaborate with hiring manager to gain insight into position, company and ideal candidate background
    • Define must have background for representable candidate
    • Determine urgency to fill the position
    • Based on our market knowledge, we advise on salary and provide insight into availability of candidates
    • Gain insight into selling position/company to employed candidates
    • Define complete hiring process including identification of key decision makers
  • Develop a marketing plan.
    • Reach via phone calls, e-mail, texts, instant messaging being available both on and off hours
    • Database queries into MRNC proprietary database and MRINetwork.com
    • Deep dive Internet research
    • Communicate opening on MRINetwork intranet to 1000+ MRI offices worldwide
    • Will contact fellow MRI offices that specialize in finding the talent you seek and involve them with our team
    • Willing to be creative in solving your need, for example we have advertised positions with the Wall Street Journal
  • Communicate with hiring manager of progress based on agreed to schedule (weekly, biweekly, etc…)

Qualifying And Representing The Talent

  • Initial conversation
  • Behavioral based techniques
  • Identification of inventory of skills
  • Identify possible problems of qualified candidate
    • Counteroffer consultation
    • Relocation requirements: homeowner, renter
    • Non-compete contracts, annual bonuses, 401K and other financial considerations
    • Spousal and other family issues or concerns

Managing Interviews For You to Meet The Talent

  • Present candidates verbally and with resume
  • Arrange each interview:
    • Prepare candidate
    • Brief hiring manager
    • Facilitate Decisions that complete the hiring process

Evaluating Results After Meeting The Talent

  • Debrief candidate and employer
    • Move ahead with this candidate? Why?
    • Interview other candidates? Why?
    • Maintain or change the direction of the search? Why?
  • If relocation is required, introduce candidate to our relocation services
  • Arrange subsequent interviews

Making An Offer To The Talent

  • Assist employer with terms of offer
  • Present offer to candidate
  • Negotiate the differences

Closing For Acceptance With The Talent

  • Counsel the future employee on resigning from his current employer
  • Confirm the commencement of employment
  • Follow up with candidate and manager within 30 days
  • Keep in touch with candidate to insure smooth transition and on boarding
  • Evaluation questionnaire to candidate
  • Evaluation questionnaire to company

Failure to perform one or more of these steps does not constitute breach of contract on our part.