Skipping Stone

Talent Acquisition Overview

We provide talent acquisition or search services in a variety of ways. Like most search firms we utilize traditional search professionals and researchers who use a variety of technology tools, databases and posting techniques to find talent for clients. What sets Skipping Stone apart from our competition is our member network with hundreds of energy professionals. Tapping our members' contacts enables us to dig below what's out there on resume databases and job sites and get to the people who aren't actively seeking a new opportunity, which often are the candidates you really want.

For each client we assign a client manager, a researcher and a senior executive. While the cost to the client is the same, and competitive with the industry standards, we have found that this teaming approach leads to quicker success for the client and better overall results.

If you need immediate help, we also provide interim and contract resources. If during the search process you determine that the interim or contractor we provided is a great fit for the position, then conversion to permanent can be built into the arrangement.

SEARCH PROCESS

The phases of our process are defined below. This process has proven to dramatically cut the time from kick off to candidates first day on job. Most importantly, we can easily customize this process to fit the specific needs and style of our clients.

DISCOVERY PHASE

• Interview the selection team or manager to determine the skill sets required and answers to candidate frequently asked questions
• Develop a position description with a ranking of most important attributes
• Source our proprietary database and executive level network for candidate prospects
• Short review to calibrate initial results with the client

DEVELOPMENT PHASE

• Contact, qualify and screen prospects
• Conduct interviews and informal reference checks on the best prospects
• Review and update client on short list of candidates and market intelligence findings
• Coordinate scheduling of first-round client phone interviews
• Follow up after first-round interviews with both the client and candidates

DECISION PHASE

• Client selection of "short-list" candidates for subsequent in person interviews
• Collectively assess relative strengths and "fit" of each candidate to narrow the field
• Conduct reference checks on finalists, including names not provided by candidates
• Collaborate with client on the design of a competitive compensation package and work together to close the deal