A&A Employer Services Announces Addition Of New Management Recruiting Division

A&A Employer Services announced the addition of their new management recruiting division this week, adding the recruitment of mid-level and senior level managers to the otherwise complete suite of outsourced human resource functions they provide.

Brea,CA (PRWEB) - A&A Employer Services announced the addition of their new management recruiting division this week, adding the recruitment of mid-level and senior level managers to the otherwise complete suite of outsourced human resource functions they provide.

The struggle to find and attract qualified management in industries such as high tech medical represents a growing opportunity for A&A and other firms. Compounding this is the real problem many companies are facing in retention of high performance workers; more than a majority of employees are willing to quit their current job as soon as a better opportunity comes along.

A&A Employer Services is a human resource outsourcing services firm located in Brea, California. The company specializes in meeting the needs of small companies in the consumer and professional services categories. In addition to management recruiting, the firm has been in business for nearly a decade and provides services in payroll, safety and risk management, workers compensation, benefits and insurance and other critical areas. However, market conditions are pointing to the need for recruitment in the middle management area for many tech-related industries and represent new opportunities for the HR service firms that support them.

As competition for management talent remains intense, more and more companies are looking to specialized management recruiters to search for and attract the best individuals in the market place for their team. Why? A hiring mistake can set companies back in terms of both dollars and time spent with a poor hire. Also, many companies just don't have the internal staffing to deal with an activity as intense and demanding as many management searches require.

Outside executive search consultants spend all day every day conducting searches. They understand proactive outreach for the highest levels of on-target candidates. They are adept at sourcing contacts from previous searches. In other words, they go find the candidates. They don’t wait for the right person to answer an ad or send in a resume. Scott Riley, President of A&A Services, told us that "over the years, we've developed a reputation for being almost 'OCD' in the level of service we provide our customers. This is an important corporate value that we feel makes us a natural fit to this service segment."

As anyone who has had to fill an important management position knows, the number of qualified candidates is limited. As a result, a search for the right hire often starts with a search for a management search firm. The right search firm can efficiently tap into its network of contacts, saving their clients time and money in a search for the right individual to fill an opening.

Companies should select search firms that can act as extension of the company. An ideal partner is one that will not only learn the job’s goals and objectives but also understands the hiring company's culture.

An experienced search firm will identify the target market, locate and contact appropriate candidates, screen resumes and conduct preliminary interviews. Clients can tap into the firm’s expertise to refine the position parameters, set realistic expectations, determine selection elements and devise the interview strategy. The firm can offer advice on negotiating the final offer and can be an intermediary when negotiating compensation and checking qualitative references. The firm can also provide feedback about any reservations the executive has about accepting the position.

There are a number of steps that can be taken to ensure a search goes as smoothly as possible.

Clearly define the working relationship. The initial planning process is critical. A needs assessment should be completed and a thorough list of questions should be developed. A preliminary discussion of reciprocal needs is a great a first step.

Create a transparent relationship with the search firm so that expectations and reporting procedures are clearly established. Use the search firm’s expertise in the industry to help you define and create specifications.

Be truthful. Be honest about the position being filled. Did the incumbent retire, decide to leave the company on his or her own, or was he or she released? It is best to be up front; this will give the recruiter the information needed to make a full and logical presentation to qualified candidates. If there is an elephant in the room, such as a difficult management situation, then talk about it.

Create a partnership during the process. Take joint responsibility for successful completion of the search. Move quickly to review each candidate, make time for potential meetings and put the company’s best foot forward during the initial interviews. Give the search firm timely, in-depth feedback on each candidate, and don’t let candidates dangle. Reputations can be damaged when candidates have a bad experience.

A&A Employer Services is a human resource outsourcing services firm located in Brea, California. The company specializes in meeting the needs of small companies in the consumer and professional services categories. They specialize in working with small business owners who are seeking expertise and reliability in all areas of human resources.