Acquisition and Retention Specialists
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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
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
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.
year, PMA made over 73,000 recruiting calls in the United States alone.
We interviewed over 9,000 managers
in the retail, restaurant, and service industries.
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