• PMA specializes in both Acquisition and Retention of the BEST Talent in your marketplace.

• PMA helps you to gain access to the TOP 10% of your competitors people.

• PMA provides you with Competitive Intelligence for your marketplace.

• PMA interviews over 11,000 candidates annually.

• PMA performs over 60,000 target recruit calls annually. 

• PMA has a consistent hiring ratio of 1 candidate hired for every 3 referred.  

• PMA has a Nationwide Network of Offices. 

• PMA is the oldest and largest search firm specializing in Restaurant, Hospitality and Retail Management. 

• Hire only candidates that increase your bottom line significantly.

Do You Know Who The Top Managers Are In Your Marketplace?

PMA Does!

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Types of Searches

Retained/Executive Search:

• This fee option is primarily used when a position must be filled within a specific period of time or if you want to jump ahead of previously committed searches with other PMA clients.

• Usually, Retainers are involved with Middle and Executive Management level searches.

• A retainer fee normally consists of 1/3 of the estimated fee amount due to begin the search, 1/3 due at the presentation of the agreed upon number of candidates to be presented, and the final balance due upon the start date of the candidate hired.

• PMA provides candidates to you on en exclusive basis with an agreed upon number of candidates to be presented.

• The PMA recruiting team usually involves a senior manager, possibly a Certified Personnel Consultant, and 1-2 marketing researchers.

Engagement Fees:

• This fee option is best used for high priority searches, newly developed marketplaces, or if you want to jump ahead of previously committed searches with other PMA clients.

• Usually, Engagement Fees are involved with Store and Middle Management level searches.

• Engagement fees normally involve a pre-negotiated amount which covers the basic expenses involved with training a team and the search.

• PMA provides candidates to you on an exclusive basis for a limited time.

• The PMA recruiting team usually involves a Senior Recruiter or Manager, possibly a Certified Personnel Consultant, and a marketing researcher.

Priority Program:

• Provides for preferential services and priority attention.

• XYZ Corporation agrees to pay Personalized Management Associates a total fee of $XXXX per year.

• The fee is paid in 12 monthly installments of $XXX each. This helps to keep the fee budget from spiking yet still maintaining a priority status at PMA.

• The PMA recruiting team usually involves a senior manager, possibly a Certified Personnel Consultant, and 1-2 marketing researchers.

Contingency Search:

• A Contingency Search fee may be used for ongoing openings, typically Store level positions.
• There is no money up front.
• The fee is due when a candidate is hired.

Custom Candidate Data Search:

• This program is best used for Assistant Manager needs.
• A fixed rate flat fee based on the number of candidate's contacted is used in this program.
• PMA will locate, contact, do a basic screening interview, and qualify based on your specifications, candidates for your company.
• You would then call and make contact with the prospects and continue with your own hiring process.
• Success of the program depends on the number of screening conditions assigned, the timeliness of your follow up call, the skill of your call and the reputation of your company in the search area.

Do you have a need or a question? CONTACT BUTTON HERE

Other Services

Multiple Offices: PMA is a dedicated team providing innovative solutions through professionalism, leadership, quality and education. PMA consultants are highly trained and integrity oriented. We can handle whatever needs arise, anywhere in the USA!

National Candidate Database: PMA interviews over 11,000 candidates per year at all levels of management. We have a national database of which is accessible to all of PMA's offices. This enables PMA to generate candidate flow faster and more efficiently than the "Mom & Pops" that work out of their houses.

How PMA Conducts a Search

A successful search requires information and communication. Comprehensive discussions with  Human  Resources  and  all of the hiring authorities should result  in a complete profile and job description plus the type of candidate required to  fill  that vacancy. A fee agreement or retainer, plus a time frame to complete the search assignment are discussed  and  agreed upon.  The primary objective of this review is to make sure we can be of  service and not waste your time....     or ours.

After receiving the entire search assignment details, we then research the area of the position  location,  the client’s  competition, and other marketplace variables. At this point, a market  researcher from PMA will begin to make recruiting calls to  every (Store Manager, District Manager, Director, etc) from the designated targets to determine  possibly  interested  candidates. The market researcher will  speak  with several hundred people. The name of  the  company  is  not given to  candidates at this stage, to protect the confidentiality of the client  from unqualified candidates. Once a  candidate expresses an interest, they are then qualified  to the specifications  given  by the client.  Only the top 10%of the potentially  interested candidates are forwarded for consideration. 

Once the candidates are deemed to be qualified, they are then scheduled for an interview with the PMA recruiter  who  works directly with the client.   At this stage,  an extensive  interview is performed.   This interview is  geared toward  understanding both the short  and long term goals of the candidate, in addition to their  qualifications. This enables us  to determine if the candidate is a good match both  now and for the future. We have determined this  helps create longer  retention with  the candidate’s PMA  places.

Once interviewed and determined to be a good match with the client, the recruiter then presents to the candidate  all  the details of the company, its position, and attempts to answer all questions. At this stage, we  send the candidate  home to discuss this information with their spouse, parents,  boyfriend/girlfriend, etc. PMA  then interviews their spouse or boyfriend/girlfriend. We want to make sure there aren’t any problems with any of the parameters of the position (example: hours, relocation, location, benefits, etc). We even discuss childcare arrangements where needed to make  sure everything is covered.

If the candidate is heavily interested, they are then rescheduled with the PMA recruiter who works directly with the client. At this point, the recruiter will re-interview  the candidate covering any questions they may have and any points that  need clarifying. We now do a Counter-Offer Interview. The PMA recruiter will determine the candidate’s commitment level before arranging an interview with the client. Our goal is to only send candidates for the clients to interview, who are  committed to working for the client if they are fortunate enough to get an offer. This saves the  client time  by only interviewing applicants committed to their position.

Now we call the client and arrange interviews based on our processing agreements  with the client.  We confirm the  candidates the morning of their interviews.  We speak with them directly after the interview  to have immediate feedback  available for the client.   This enables the client  to know the candidate’s thoughts on the  interview, company, and position.  The client will know which candidate wants to work for them in advance.   Immediately before the client extends an offer, the recruiter will recover counter‑ offer information and pre‑close the candidate on acceptance to make sure an offer of employment is not going to be shopped around the marketplace.

After a candidate has been hired, and before they start, the recruiter will administer  targeted career guidance,  with  emphasis on professional growth, in the client’s  organization. This enables the client  to profit in the shortest time  from their selection. We have determined this process also greatly enhances retention.  PMA will also walk the  candidate through their resignation, any counter‑offers, and relocation issues.

How To Choose A Search Firm

Working with and selecting the best recruiter to help you with your staffing needs is as important as finding the best possible candidate to fill a vacancy. Selecting a search firm should not be a matter of flipping a coin or sheer guess work. All recruiting firms are not alike! You will be sharing confidential information with your recruiter and spending thousands of dollars. So, you need to make the extra effort to select a firm that can best handle the search, understand your unique needs and represent your company.

How should you decide which search firm to choose? When you select a search firm, you should have a complete understanding of the services to be provided, their methods of operation and limitations effecting the search, as well as who specifically will handle your opening. You should know the quality, professionalism, reputation and track record of the search firm. References can also be important. All of this information can be obtained by interviewing the search firm, just as you would interview a candidate.

The following are some basic questions you should ask a search firm before you give them an assignment to fill. There will certainly be other questions that may be unique to your company or your company's needs that will supplement this list.

1. How long has your firm been in business? How long have you been a recruiter? What training have you received? Does your firm have ongoing educational programs or requirements for staff?
2. Does the firm specialize in your industry?
3. Does the firm belong to any professional organizations or associations that have a code of ethics?
4. Does your firm have any Certified Personnel Consultants "CPC's" on staff? (A Certified Personnel Consultant is the highest professional designation in the recruiting industry).
5. Does your firm participate in any organizations that will handle arbitration in the event of miscommunication between us?
6. How does your firm operate: Locally? Regionally? Nationally?
7. What resources will your firm provide to assure me that the best candidate will be researched and identified?
8. What are the steps in your process when working on an assignment?
9. How will you perform and what can I expect from you as my recruiter?
10. Can you help develop the job description and profile of the candidate?
11. Will you be handling the salary negotiations?
12. What kind of follow-up can I expect during and after the hire?
13. What is your company's reputation?
14. What is the background of the particular recruiter who will be assigned to the search, his/her knowledge of the industry, and therefore, their capability to satisfactorily complete the assignment?
15. Do they believe in personally visiting the Client Company to understand the organizations personality?

In summary, choosing a search firm should not be done by lottery or chance. It should be a conscious step toward solving one of management's many important problems. When taking the time to choose the right search firm, you make finding the right candidate a matter of fact, not luck.

The PMA Exit Interview is a systematic process for capturing, tracking and statistically analyzing important turnover data. The information is gathered by PMA to provide fact-based data on turnover causes, suggest retention solutions, assess the value of the employee turned and enable to client to potentially re-engage and reacquire lost talent assets.

In today’s tight labor markets the ability to attract and hire top talent is increasingly more difficult. Stemming the tide of turnover is serious. Reacquiring lost talent will become critical.

Why Outsource Exit Interviews:

• Knowing why turnover is taking place –critical

• Stemming the hemorrhage in profits that turnover causes – critical

• Knowing if we should have lost the employee – critical

• Re-engaging and reacquiring the lost employee – priceless!

Benefits of using PMA:

• Understanding turnover causes and trends.

• Identifying factors that increase retention.

• Evaluating a turned employees value.

• Being able to re-engage and reacquire the turned employee.

• Encouraging management accountability for turnover reduction.

• Evaluating the success of current policies and practices for existing employees.

• Collecting information on hiring competitors.

• Discovering unethical behavior or security violations.

• Minimizing risk for future litigation.

Do You Need PMA’s Exit Interview Program?

• You need PMA if you are serious about strengthening your bottom line.

• You need PMA if your company lacks a consistent and reliable exit interview process.

• You need PMA if you don’t have time to do exit interviews.

• You need PMA to assist with collecting Competitive Intelligence.

• You need PMA to lower your cost per hire.

• You need PMA if you want to reacquire lost employees.

How Does the PMA Exit Interview Program Work?

PMA will work with the client to design and customized the PMA Exit Interview Questionnaire to reflect the clients concerns. Exiting employees are then interviewed as per the clients exit interview questionnaire. A turnover information database is established and reports are prepared showing turnover causes for the total organization or for client’s selected demographics.

You will receive fact-based, objective information utilizing qualitative and quantitative research covering:

• Turnover causes for total organization and for each demographic parameter

• Ranking of turnover causes

• Specific reasons and explanations for each turnover cause

• Pay, benefits, and name of current/future employer

• Interest in re-employment

• What it would take to re-acquire the employee, if possible.

• Reasons for working for the new employer

• Suggestions for reducing turnover and increasing retention

What Does the PMA Exit Interview Program Cost?

Costs are based on the number of exiting employees, the number of completed interviews, the interview design and length, demographic reporting parameters, the method of data collection, and the frequency and complexity of reports generated. Costs range from $25.00 to $65.00 per completed interview depending upon the services selected.

WHY OUTSOURCE YOUR EXIT INTERVIEWS WITH PMA  

Outsourcing the exit interview process offers many advantages. Below are the primary reasons our clients prefer to outsource their exit interviews to PMA.

1. Frees your staff for other issues that are best done internally
2. Provides an impartial perspective that encourages the respondent to speak openly when discussing sensitive issues. When exit interviews are outsourced, there are far fewer concerns about “burning bridges.” The interviewer does not become defensive. There are no confidentiality breaches. The data cannot be tampered with, edited, or distorted.

3. An external company achieves higher participation levels.

4. Past surveys have shown that some human resource professionals may think they know why someone left, and they may be tempted when time pressured to exclude the person from the process. Or, they may say, we would not want to rehire this person so why conduct an exit interview. In this case, you may be overlooking important information.

5. An external provider is able to attempt to contact the person for several months following their last day of work.

6. Ex-associates are more inclined to share with an external company their plans for filing a legal case.

7. Insures a consistent process is followed throughout the process. All exiting employees are asked the same questions. Everyone is offered an exit interview. No one is excluded. The interviews get done and are done consistently.

8. People are more open to convey information about the new employer and who the new employer is with a third party. Many interviews are conducted after the employee has spent two-four weeks with their new employer. At this time, they are more knowledgeable of what their new opportunity is and how it is different from what your company offered the person.

9.  An external company is able to make comparisons with an external database and make suggestions on how to utilize the information.

10.  Former employees do not have to fear that if they tell the truth they may receive a poor reference

11. It is another check on ethics, integrity, and management behavior. Managers cannot request exit data be withheld as is possible with internal resources who conduct exit interviews.

12.  Managers know that a third party will be calling all former employees. This is another incentive for managers to act in ways consistent with “Best Practices.”

13.  It protects the safety of internal human resource professionals who also may have concerns about reprisal or “attacking the messenger” from gathering and reporting the information.

14.  Builds a common database throughout the organization from which business units, locations, and other demographic data may be compiled and retrieved.

15.  Interviews are conducted when people are free to talk candidly about their experience and not preoccupied with their work tasks.

FREQUENTLY ASKED QUESTIONS

What is the PMA Exit Interview Program?

PMA Exit Interview is a systematic process for capturing, tracking and statistically analyzing important turnover data. The information is gathered by PMA to provide fact-based data on turnover causes, suggest retention solutions, assess the value of the employee turned and enable to client to potentially re-engage and reacquire lost talent assets.

How Does The PMA Exit Interview Program Work?

PMA will work with the client to design and customized the PMA Exit Interview questionnaire to reflect the clients concerns. Exiting employees are then interviewed as per the clients exit interview questionnaire. A turnover information database is established and reports are prepared showing turnover causes for the total organization or for client’s selected demographics.

You will receive fact-based, objective information utilizing qualitative and quantitative research covering:

• Turnover causes for total organization and for each demographic parameter
• Ranking of turnover causes
• Specific reasons and explanations for each turnover cause
• Pay, benefits, and name of current/future employer
• Interest in re-employment
• What it would take to re-acquire the employee, if possible.
• Reasons for working for the new employer

• Suggestions for reducing turnover and increasing retention

How Much Does It Cost?

Costs are based on the number of exiting employees, the number of completed interviews, the interview design and length, demographic reporting parameters, the method of data collection, and the frequency and complexity of reports generated. Costs range from $25.00 to $65.00 per completed interview depending upon the services selected.

How Long After An Employee Terminates Do You Conduct The Exit Interview?

We conduct the exit interviews within different time frames according to our clients’ needs. The approximate time frame is from before the employee’s last day of work to two to four weeks following the exit.

Why Is The PMA Exit Interview Program Needed?

The cost of turnover erodes company profits. Depending on the employee’s level, this cost can be very high. Rarely is this hidden cost understood or used to improve the organization. As a matter of fact, most companies have never tracked this cost.

Companies typically do not have a consistent and reliable process for interviewing exiting employees. Exiting employees tend to be concerned about references and re-hiring possibilities and are cautious about conveying their perceptions. The information garnered by the PMA Exit Interview Program is used to increase retention and thereby improve profits.

For Example:

The U.S. Labor Department estimates turnover costs for employees earning $25,000/year are $7000/person. For a company with 100 exits a year, this amounts to $700,000. When an employee’s average earnings are $50,000/year, the cost of turnover is $15,000 per exit or $1,500,000 per year for 100 exits.

The PMA Exit Interview Program is an affordable investment that has the potential to save your company thousands of dollars each year.

What Information Will The PMA Exit Interview Program Provide?

You will receive fact-based, objective information utilizing qualitative and quantitative research covering:

• Turnover causes for total organization and for each demographic parameter
• Ranking of turnover causes
• Specific reasons and explanations for each turnover cause
• Pay, benefits, and name of current/future employer
• Interest in re-employment
• What it would take to re-acquire the employee, if possible.
• Reasons for working for the new employer
• Suggestions for reducing turnover and increasing retention

How Are Employees Notified of the Interview?

When an employee resigns, PMA will contact the employee by both email and telephone to schedule an appointment to conduct the exit interview. A telephone interview then conducted requiring about 15-20 minutes of the exiting employee’s time.

What makes the PMA Exit Interview Program Different From Our Competitors?

• The PMA Exit Interview Program doesn’t just provide turnover metrics. We help you to conclude if the employee turned should have been kept. If yes, we provide invaluable information on how to re-acquire them.
• Flexible interview questionnaire design. We design our questions to reflect the information you deem necessary. We are not a one template fits all program.
• Data collection methods are easily consolidated into one database.
• Highly trained professionals conduct interviews supervised by Certified Personnel Consultants.
• PMA helps the client utilize the information for retention and re-acquisition solutions.

You just made an offer to your new manager. The candidate accepted and you turned down all the other candidates. Then, after accepting the job, but before reporting to work, the candidate informs you the job wasn't going to work out after all. Has this ever happened to you?

As the labor market continues to tighten, you can expect more cases of new hire fallout. No matter what the cause, fallout costs you in time and effort, plus outlays for advertising, candidate travel and other hiring expenses.

Post Employment Counseling: Following a candidate's employment acceptance with your company, we administer targeted career guidance with emphasis on professional growth within your organization. This enables your organization to profit in the shortest time from your selection. We have also found this reduces turnover.

When new hire fallout is caused by another employer's counteroffer, don't blame the candidate or the rival employer. The issue could be you for failing to make a market aware offer.

Always study the employment marketplace in advance to make sure you are competitive. Know your competition and know where you are strong and not strong. 

PMA Salary Surveys From Your Key Competitors: Know what your competition is paying. Are you competitive in today's marketplace? Is my offer competitive? Let PMA's Salary Survey help guide you to competitive job offers.

Below is an example of the PMA Salary Survey. It can be configured to meet your intelligence needs. Configure the survey by city, state, Title or targeting a specific company.            

From this information you can conclude: In the city of your opening, the average General Manager is making a salary base of $47,261, average bonus of $5,934, 4.8 years in position and an average sales volume of $1,584,211.

Plus you know exactly what your competition is paying which will help you to either make a competitive offer for new talent or to be able to fight to keep your current talent.

Order your PMA Salary Survey Today!

PMA Market Status Reports: How do your job specifications match up with your marketplace. How many candidates that match your requirements exist in your marketplace or the city of your needs? The PMA Market Status Report can tell you.

The PMA Market Status Report takes your hiring requirements and gives your real Time information on a specific city or marketplace. It generates a cross section of what exists in your marketplace. Lets look at  the example below. You request a cross section of 100 managers. your hiring specifications are: General Manager at least 2 years, Sales volume exceeding $900K, No more than 3 jobs in 5 years, Salary base not to exceed $42K, Good success path in career, etc. This is a cross section of what we found in your marketplace. It helps to measure salaries, tenure, complacency, talent levels, etc. What is happening in your marketplace?

Okay, the PMA Market Status Report shows that out of 100 General Managers contacted, 12 met all of the employers hiring specifications. Drilling down a little further the report concludes 35% of the General Managers interviewed were making more money than what the employer paid. A good idea might be to also order a Salary Survey for this specific area and see how close or how far off on salary you are. There is also a warning sign that your current talent might be susceptible to your competition due to underpaying salaries in the market.

Competitive Intelligence like this can save you a tremendous amount of money!