THE WOOD GROUP'S main focus is to help assemble "Outstanding" Executive and Technology Teams within the Video and Imaging world. Companies we serve cover a broad range of products. Examples would include:
- set tops
- two way interactive
- video web portals
- cable modems
- broadcast video
- broadband video
- video streaming
- video chips
- video surveillance and security
- medical imaging
We stand apart from other recruiting firms by offering a specialized service to a select group of growing companies. In today's business world, employers must depend on the abilities of a recruiter, the quality of their judgment, depth of their resources, ingenuity and integrity. We offer our clients the opportunity to work with the industries' very best, low volume, high service organization.
If your unique requirements involve a high degree of urgency, confidentiality, and position market analysis, we offer Retained Search. This method usually requires a time frame from four to six weeks from inception to completion. Our second most popular method, Contingent Search, is most often selected by our clients when their requirement is less urgent. Time to completion may vary from four weeks to three months depending upon our workload. Our professional approach is one of being very proactive, versus reactionary in finding and helping our clients recruit the industries best talent.
THE WOOD GROUP's success rests squarely upon our Founder and President David W. Wood. David has 23 years recruiting experience and in that time has been very influential in helping our clients recruit the best talent within their respective space. He is repeatedly recognized by peers, clients and candidates alike as an "outstanding recruiter" who pays attention to "all of the details." A former Management Recruiters International "Nation's Top Ten" recruiter, he formed the Wood Group in 1986 to establish an organization which could meet the needs of his clients in a more direct and effective way. His commitment, drive, and integrity are second to none in a field where there is a tremendous cross section of people. His leadership and recruiting skills have inspired many recruiters covering a variety of disciplines. He has been on several "Top Producer" panels at recruiting seminars and conferences.
At The Wood Group, we are convinced that our detailed knowledge of the Video Community provides our clients with an advantage on their competition. We view our client/recruiter relationship to be a partnership. We take pride in helping you, our client become a stronger organization from top to bottom. We are continually striving to maintain our competitive advantage by ensuring that we continue to improve and become a better organization.
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References from any of these companies are available upon request. I work both retained search and contingency.
Let me know if I can be of service.
Preparation is the Key to Success
Your company's hiring manager should work openly and honestly with a top-notch recruiter in order to prepare your company for the hiring process. You need to focus on a job description that will get results. A top-notch recruiter will ask the right questions to help you identify your company's needs and expectations. A good recruiter will also help you identify human attributes (personality, communication skills, corporate culture, etc.) that the "right" candidate should possess, including "must-have"attributes and "preferred" attributes.The better your job description, the faster your job opening will be filled.
Adopt a Sense of Urgency
Once you make the decision to fill a position, be committed to that decision and make your hiring decisions quickly. View the hiring process like a project; meet your goal of hiring the "best candidate" in the shortest amount of time. Indecisiveness, time delays, budget reviews, etc, send a message to the candidate about the company's lack of focus. Streamline the hiring process. The time involved in interviewing, evaluating, and hiring can be greatly reduced when participants in the hiring process are present for each step, ready to participate, and ready to make decisions. Eliminate second and third interviews. Remember, the greater the talent of the candidate, the shorter the time he/she will be available and the better "recruiting" you will have to do in order to gain his/her acceptance.
Cost-Benefit Analysis
The survey respondents' #2 reason why their clients' job openings go unfilled is that their clients misjudge the pay rate, benefits, perks, etc., necessary for the best quality candidate to accept the position. Good people are an "investment"-- not an "expense." If you want "the best" people working for your company, you have to be willing to pay them "the best." Extend your best offer the first time, Don't play games. Keep abreast of changing salary scales, and price your jobs competitively. Listen to your "recruiter of choice" regarding the market's going rate. Listen to the candidate's concerns and produce an offer which alleviates these concerns. offer a realistic relocation package. Add 10-15% on top of the cost-of-living differences to ensure that you do not lose top quality candidates over small details. Good recruiters know how to put together an overall package that will be accepted.
Get the Best Recruiting Help Available
All companies use professional recruiters from time to time. Instead of working with dozens of recruiters, create a "preferred list" of just a few recruiters based on their performance and attention to your needs. This will save you time over the long haul and maximize your results. Include the recruiter on your company's hiring team. A preferred recruiter is very helpful in structuring and extending a job offer to the candidate. In addition to recruiting top talent, good recruiters possess skills to help candidates evaluate and accept good offers. Remember, you get what you pay for. The best recruiters know they are the best and will not cut their fees.
Speed is the key in all parts of a successful hire!
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