What you can Expect from The Pinnacle Group
With the world changing around us at ever increasing speeds we see a stronger need to help our clients attract the best people possible. Competition is greater, turnover is more frequent, and identifying leaders continues to be an area of concern for most companies. Retention is seldom, if ever, mentioned in the same sentence as recruiting, but there is a direct correlation.

According to TalentKeepers companies have a renewed sense of urgency in talent retention. Why? The talent pool continues to shrink with the retirement of the baby-boomers, lower birth rates, and tighter immigration rules. Yet, the increased demand for skills for today's job continues to rise. The correlation? It boils down to competition. Identifying quality employees up and down the management ranks is becoming increasingly difficult. The best candidates do not originate from internet recruiting, job boards or the newspaper. They have to be found. The buzzword of the day is "passive candidate". They are people who are highly skilled, well appreciated, making good money, and not reading the want ads. They are also intelligent and realize keeping their eyes and ears open for that next step in their career to be prudent. The wide spread believe is those organizations that attract and retain the most visionary, competitive, and successful leaders will position themselves to dominate market share.

Pinnacle targets the creme de la creme candidates in the market because we know that who you hire today makes all the difference in the world in the success of your business tomorrow.

For our fees, when conducting a search, Pinnacle Group Inc. will:

1. Work with the client to develop a detailed job description that identifies measurable performance objectives
2. Conduct the search assignment in accordance with a predetermined timeline.
3. Work with the client to develop a target list of companies to recruit from.
4. While recruiting, develop a picture of the current compensation for the target position within the industry search.
5. Present written profiles of viable candidates to the client in accordance with the timelines. Profile will include:
   • Resume and current compensation of candidate
   • Completed search questionnaire
   • Summary of candidate's strong points
   • Candidate's needs in a new company
6. Schedule candidate / client initial interviews.
7. Provide candidate feedback to client on the initial interview process.
8. Conduct and present finding from reference checks including covert references and candidate's salary.
9. Schedule final interview with selected candidates.
10. Facilitate / negotiate employment offer to final candidate.
11. Assist final candidate is resigning from current employment and prepare candidate to deal with possibility of counter offer.