Our success in finding ideal candidates can be directly linked to our exclusive process, which is the most hands-on search protocol in the food and beverage industry. Each of our 8 steps has been honed and tweaked through our 16 years of industry experience to provide you with the most qualified candidate available.

1. ACCOUNT MANAGEMENT
Purpose: To create a direct line of communication between your company and our search team to ensure quality control, efficiency and consistency throughout the search process.

Overview: In our initial step, a Kinsa Account Director assesses your company's open  position(s) and provides you with a complimentary overview of initial compensation ranges, search criteria for your open positions, climate of the current marketplace, types of candidates, costs and timelines. The Director continues to monitor the entire process.

2. SPECIFICATION
Purpose: To precisely define who we are searching for and what this person needs to accomplish. This guarantees that our recruiting is strategic, accurate, and highly expeditious.

Overview: A discipline-specific Executive Search Strategist will work with you to create the Position Profile (performance goals, qualifications, candidate profile, compensation package) and the Marketing Platform (an overall promotional summary of your company's story, career track and location attractions).

3. IDENTIFICATION
Purpose: To pinpoint a search strategy, establish a clear understanding of how search results will be obtained, and to ensure that Kinsa is effectively targeting the right pool of candidates.

Overview: Your Search Strategist formulates a plan for finding candidates from all available sources, and works with both a discipline-specific Recruiter and Researcher to identify a pool of prospects, local and nationwide.

4. RECRUIT
Purpose: To execute the search strategy, using multiple channels to generate qualified candidates. This produces results faster and quickly narrows finalists, saving time and money.

Overview: The Recruiter contacts and screens candidates sourced from Kinsa's database query results, cold-calls to target companies, referrals and web sites --- both Kinsa's and other career web sites.

5. ASSESSMENT
Purpose: To distil final candidate list ensuring a quality hire and retention of your employee, and to lay the foundation for training and development of the new employee.

Overview: Your Search Strategist interviews recruited candidates and evaluates their performance in the specialty skills of the position, results achieved in past positions, and overall predictors of success. Online behavioral testing is done, and at your request, an all-day face-to-face interview can be performed by our partners in Industrial Psychology.

6. EVALUATION
Purpose: To facilitate interviews and further analysis of the finalists by client employers to select the ideal candidate.

Overview: Your Search Strategist will arrange interviews, prep your interviewers, promptly convey feedback, and consult on your ranking of candidates.

7. EMPLOYMENT AGREEMENT
Purpose: To ensure that an offer is competitive, complete and most importantly accepted by the selected candidate.

Overview: Your Search Strategist consults on design of an offer that includes compensation components, relocation assistance, transition, and start date. Your Search Strategist extends the offer to the candidate, mediates negotiations and counteroffers until both parties agree, and coaches the candidate through resignation.

8. ASSIMILATION
Purpose: To facilitate smooth transition, optimum performance, and retention of your new hire.

Overview: Once you have hired your ideal candidate, Kinsa continues its service, providing counseling on new employee assimilation and development from acceptance through the first year of employment.

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