Relentless. Resourceful. Reliable.
We help Employers find talent.


Reliance Hiring Blueprint

4 Steps to Success

We use a unique four-step method to exceed the expectations of our clients, each and every time.

Here’s how the process works, from your initial vacancy right on through to fulfilment of the requirement.


1. Create Search Foundation

We create a strong search foundation, based on KPIs and critical success factors. We then help create or refine your Unique Value Proposition. Our research team then combines human effort with the latest in Artificial Intelligence to identify all possible companies and employees to target for your position.


2. Engagement Campaign

Our Engagement Campaign is comprised of a dialing blitz with multiple follow-ups, multiple-touch email campaigns, text campaign, our 24/7 social media marketing, and our daily presence in the market. We introduce you to people that will never see an advertisement or job board. This is targeted at the top talent, who are not active job-seekers.


3. Assessment & Selection

We work closely with our clients, utilizing a proven assessment process that eliminates personal bias in interviews, and determines which person is best fit for your company. This includes Recruiter interviews, company interviews, scorecards, candidate auditions, and 2 types of reference checks. This process has proven to result in much more accurate hires than utilizing “gut feel”.


4. Hiring & Retaining

We have a proven offer making process that closes 85%+ of the time, proven thousands of times. We offer Pre-Boarding and On-Boarding training for our clients to keep candidates engaged from the moment they sign an offer, periodic follow-ups for up to 6 months to ensure a smooth transition, backed by the longest guarantee in the industry, up to one full year.

Phase 1 - Search Foundation (UVP)

Every successful search starts with a strong foundation, and the first step is where we identify what is important, why someone would join the team, where we will find candidates, and exactly who those people are.

  • This is called Pre Search Discovery and it starts with:
  • An Analysis of the Key Performance Indicators for this position…the past successes that lead to future results for your firm.
  • We need to garner an understanding what success looks like in this position.
  • We then Create a Unique Value Proposition for your company. The Unique Value proposition is a summary of all of the reasons why someone would want to work at your company.  A value proposition is definitely NOT “Because we are growing” or “Opportunities for personal and professional growth.”  The UVP is is the primary sales tool we use, and for some searches, we make a 20 page presentation. We focus on the 10 key areas that are important for top talent to even consider an opportunity.
    • First is Leadership, why are the leaders at your company great to work for
    • Second area is how is this going to increase their level of responsibility
    • Third is how does this improve their financial situation
    • Fourth are other incentives such as a company car health club, day care, country club etc
    • Fifth are benefits. what are your medical benefits and what other costs what does your relocation package look like and why are they attractive.
    • Sixth is how does this position advance their career.
    • Seventh what is the career path and opportunities for personal and professional growth of future and can you clearly outlined their path to future success
    • Eight is social benefit how is this company making the world a better place
    • Ninth is what drives the business what is your company mission and purpose where is the passion
    • Tenth: Location and geography why is this a good place to live what makes it fun is it any extensive are other activities for the whole family, good schools etc.
  • Once the UVP is complete, we kick off our research and search team.
    • We start with our network and database, and pull from the professionals we know and have history with.
    • We Utilize the latest in Artificial Intelligence, coupled with our thorough market mapping, to Identify all companies we want to recruit from and Identify all the people working there we want to speak with.
    • From these Sources, we end up with a target list of at least 80-120 candidates that we want to put into our engagement campaign.

So there you have it.  That’s the first step in our Hiring Blueprint, creating a solid search foundation.  Click on the next section below where I describe our Engagement Campaign, which is how we attract impact players to your opportunity.

Phase 2 - Engagement

Our professional Engagement campaign is our process of ATTRACTING potential candidates. 

In this step, we want to engage with the top talent in the market.  Most of these folks aren’t looking for a job, so we use the Unique Value Proposition and create attractive scripts to use when messaging them.  Our goal is to create the biggest possible pool of candidates, so that we can start refining the group so that we can introduce the very best to you.   

  • Step one is to contact all of our former candidates, and everyone we network within this arena to see if any of our known contacts and associates are interested in the position.
  • Step 2 of our engagement campaign is to set up a multi-touch email campaign based on the unique value proposition we created in phase one above.
  • Step 3 is to call everyone on the list and leave a compelling voicemail to spur engagement. We then schedule several follow up calls. Each of these calls is performed using proven scripts, customized to your position. 
  • Step 4 is to utilize our ever-present social media presence to attract people to our openings. We post 2-3 times per day on several different social media outlets.
  • Step 5 is targeted social media marketing to these specific people.

The result of the Engagement Campaign is a group of people that are interested and qualified for the role. Through this process, we are typically able to find one or two people per week per opening, assuming there is an attractive value proposition. 

To find out more about our process, click on step 3 below where we will describe PHASE 3 of our search process,  THE  TALENT ASSESSMENT PHASE. 

Phase 3 - Talent Assessment

PHASE 3 of our search process, is THE  TALENT ASSESSMENT PHASE

Talent assessment is where we work closely with our clients to determine who is the very best fit for the job.

  • The first step in assessing talent is our One-on-One recruiter assessment. The recruiter has a detailed interview with the candidate.  We summarize the candidate rank them based on critical success factors.  Career wounds are also discussed so we understand true motivation and whether it’s realistic for them to make a change.
  • If they are a strong fit, and the recruiter feels like they are a match for the job, they will submit the candidate to the client with a detailed report as to why they are a fit for the job.
  • The Third step is Client Assessment and Candidate Auditions.
    • This is when the client interviews the candidates. We can help script behavioral questions, provide you with scorecards for analyzing the candidates without interview bias.  We can also create scoreboards so you can evaluate how each candidate stacks up against the others.
    • Once you have the candidate or candidates that you are interested in, we can guide you through the “Candidate Audition”. This can be part of the first in-person interview or it can come as a second interview.  In this step, candidates will do their job in an interview.  They are, in effect, doing a real-world audition.  A sales person will sell to you, and engineer might design and present it for you, a Continuous improvement leader might put together a Kaizen training or event overview.   This has proven instrumental for industry leaders to figure out who the best folks are.
    • The last step in the assessment phase is reference checking. Many companies have the HR department or their recruiter do reference checks.  That’s a mistake.  Reference checks should be done by the hiring manager so they can hear HOW things are explained and ask detailed follow up questions specific to the problems at hand.

Click on the next section to garner an understanding of how we get 85% of offers accepted, and best ways to avoid counter offers. 

Phase 4 - Hiring Counteroffer

Offer Making Process, proactively discussing Counter offers, and Onboarding your new hire.

You are at the point in the process that you’ve chosen the person you’d like to hire.  You are communicating with us that you’d like to make them an offer.  How do we go about doing that? 

This is a critical time.  You have to move quickly, without any missteps.  Have you ever seen the people race with eggs on spoons?  People have to move quickly, but if they go too fast, they drop the egg and they have to go start over.  Getting your person hired is like having a multimillion $ egg on a spoon…if you move to slow, you lose.  If you move too fast, you lose.  If you give it to someone else to take, there’s a good chance it will bust.  You have to be quick, methodical, and not make any mistakes. 

With that in mind, the first step is deciding what to offer.  We will be sure that you know what the candidate is expecting, and we stay very close to the candidate throughout the process to stay abreast of their thoughts on salary.  It’s common for people to start finding reasons to request a higher salary just before offer….. things like “the commute is further, I need more money”.   Benefits cost more, I need more money.  I don’t get as much vacation, or this job has a bigger scope than we originally discussed.  Seems like there’s always a last minute rush of reasons why the offer has to be higher than they originally agreed to.   Our process helps minimize that in several ways.

We will help you determine a verbal offer.  The offer should be in line with what the candidate is asking for, and a little bit lower than the absolute maximum you will consider paying them.  I am a firm believer in offering a little less than your maximum, because it’s human nature to want just a little more, and it’s innate in our culture to assume there’s always more room.  Just about everyone is disappointed if they can’t get a little more than what was offered.   

Once we determine the number, we will approach the candidate with verbal offer.  There’s no use in going through the exercise of putting an offer in writing unless all of the questions and objections have been covered – and the offer has been accepted verbally.  We approach the candidate, and explain that they are a finalist, and that the client wants to be sure before they get to the offer stage that nothing has changed.  Would you still consider an offer at $XX?   If they say no, we will try to temper their expectations and try to garner an understanding of what it’s going to take.  Regardless, we will tell the client where the candidate’s head is at relative to money. 

We then call the candidate and say OK, here’s where we are at relative to an offer.  I’ve talked with the client, and if you are committed to them, won’t consider a counter offer, I think I can get this done at $XX.  Can I have your AUTHORITY TO ACCEPT THIS OFFER ON YOUR BEHALF?       We will explain that there is a thorough approval process, and we want to make sure that this is doable for the candidate, and that they are committed at this point. 

This question usually surfaces all of the “depends” questions…depends on vacation, depends on benefits costs and coverage, depends on relocation assistance, depends on bonus program. So once you have all that “OK, so $XX, 3 weeks vacation, 10% bonus, you saw the benefits, and you know what our relocation allowance is…can I have the authority to accept this offer on your behalf, and will you sign and return it the same day I present it? If so, we will work to get it put it in writing. At this point, they usually say yes or more typically, they counter a bit higher.  

We then ask “are  you ready to walk into you bosses office, and firmly give notice?”   Are your wife, kids, or any other important people 100% on board?  This is particularly important for someone who is relocating.  “OK great, we will work towards getting it put in writing for you.”

Once it’s agreed to, we will submit it in writing, with an expiration date on the offer. If we’ve all done our job, they should be ready to accept when it’s given to them. After all, they accepted verbally. If they’ve already accepted the offer, why would they need more than 10 minutes to sign and return? If they need extra time, it’s a sign that they are using the offer to leverage a different company’s offer or looking for a counter-offer with their current employer. 

We will be covering counter-offers with them several times throughout the process. We will coach them on how to avoid them, and what to say if it’s brought up.

Now that your new employee has accepted the offer doesn’t mean that they will actually start in the job.  The period between the moment your new employee signs the offer and starts work is what I call the “preboarding period”.  Deals can and do fall apart during this period.  People succumb to counter offers.  They get offers from companies they had already interviewed with.  They get cold feet about the move.  Lots of things can happen, particularly if they aren’t getting much attention from their new employer.  You need to engage with them right away.  Invite them to a party and they are the guest of honor. Have them pick out their computer and phone.  Send them projects to begin reviewing.  Make them feel like part of the family even before they start.  Make sure they have relocation benefits and information.  Be sure they get the pre-employment screenings done. 

For onboarding, once they start, have a full plan laid out for them for the first 60 days, starting from the moment they walk in the door.  Our training is full of good ideas in that area.’

To round out this process, I’d like to speak about retention.  While ultimately, we have very little to do with retention, we will check in with candidates for up to 6 months to be sure of a smooth transition.    If any problems surface with either the company or the candidate, we will work with both sides to see if there is a way to salvage the situation. 

So that concludes the 4th and final phase of the recruiting process.  This process has worked thousands of times with hundreds of companies across the US.  On behalf of the entire team here at Reliance Recruiting. I look forward to working with you!

Core Services


Click on any of the services below to learn more about how we work to support your business goals.


In addition to direct-hire placements, we can help meet all of your organization’s workforce needs by providing contract staffing.

Search Plans

We offer retained, engaged, contingent, and discounted search plans, and can help you identify the right plan for your needs.

Our Process

Our process covers the entirety of the hiring procedure required to identify, attract and retain the highest calibre talent.


All searches for salaried positions come with a replacement guarantee to cover our clients in the unlikely event of a hire not working out.

Employer tools

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How To Hire Top Talent

Find out our top tips for hiring the top performers in your sector, from advertising to interview to making your final decision.

Reference Checks

Proper reference checking can be the difference between making an excellent hire or making the wrong decision. Here’s how.

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