CORPORATE ANALYSIS AND POSITION DEFINITION
Initially, we communicate with client company executives who have a direct interest in the position to be filled. We obtain the information necessary to develop a position specification detailing reporting relationships and the education, skills, experience and personality profile requisite to satisfactory performance in the position. We also obtain data concerning the client's organization, history, objectives, critical problems, personalities, competitors and other pertinent information that will have bearing on our effectiveness in the search.

CANDIDATE SOURCING
After having developed the position specifications, we determine potential sources of qualified candidates. Since individuals with the desired qualities are usually not actively seeking another position, they must be sought. As a general rule, advertising does not generate acceptable high potential candidates. Accordingly, it is our practice to research appropriate companies in the industry and to use a direct approach. We only consider candidates which have established patterns of accomplishment and success in positions which closely approximate the position to be filled. This process is designed to yield qualified high potential candidates to compare and evaluate competitively with one another.

CANDIDATE SCREENING/EVALUATION
Select candidates are thoroughly screened in order to obtain a realistic understanding of their accomplishments, capabilities, potential, strengths and limitations. Comprehensive analytical and personality testing may be employed in order to further evaluate candidate suitability and long-term potential with the client. Detailed resumes and evaluations of the most qualified individuals are prepared for presentation to the client. References, which can be safely checked prior to client introduction, are discreetly contacted. The remainder are contacted when the client and the candidate have established mutual interest. In conducting reference checks, it is our practice to speak directly with individuals who are, or have been, in a position to directly evaluate the candidate's job performance. It is also our standard practice to verify information such as university degrees, credit history and moral character. These references and evaluations are intended to provide frank, objective appraisals of the candidates. If desired, third-party private investigation is available at the client's specific request and expense.

ANALYTICAL/PSYCHOLOGICAL EVALUATION
The pre-employment test battery administered to candidates by our industrial psychologist involves five scientifically valid psychometric measures. These tests include; (1) the Culture Fair Intelligence Test, a cognitive ability measure, (2) the Wonderlic Personnel Test, an intelligence test, (3) the Sixteen Personality Factors Test (16PF), a measure of personality traits, (4) the Minnesota Multiphasic Personality Inventory, a measure of psychological adjustment designed to evaluate an individual's ability to withstand stress, and (5) the Career Assessment Inventory, a career interest measure.

EVALUATION OF CLIENT-GENERATED CANDIDATES
We are also capable of providing comprehensive, third party evaluation of any candidate referred directly to our clients by another source. We utilize the aforementioned screening techniques (personal interviews, psychological testing, and reference evaluations) so that you may be assured that you are hiring the most qualified person for the position.

CANDIDATE INTRODUCTION TO CLIENT
Resumes and candidate evaluations are presented to clients for consideration and any questions are comprehensively answered. Then an appropriate interview schedule is planned. Typically, the initial candidate/client meetings are followed by additional interviews to select the individual who best satisfies the needs of the position. Each candidate's travel, lodging, and meal costs for interviewing are paid by the client.

OFFER NEGOTIATIONS ASSISTANCE
Everett James, Ltd. is uniquely qualified to provide clients with recommendations regarding competitive compensation plans. While the final selection of the individual and the offer of employment are usually made by the client, we are prepared to assist in any negotiations necessary to achieve offer acceptance. Therefore, we prefer to be actively involved in the detailed debriefing of both the client and candidate to surface any potential obstacle that could have an impact on acceptance of an offer.

FEE STRUCTURE
Search consulting fees are based upon the actual work involved in the process. Please contact us for a quote.

ENDORSEMENT
Everett James, Ltd. stands behind its work Should the placement be terminated for just cause or leave the company voluntarily within one year of initial placement, Everett James, Ltd. will bear all recruitment costs associated with presenting the company with a new candidate choice.