I can do any or all of the steps that are required to help you fill that key position:

Identify recruiting sources

Write and place ads

Prepare good interview questions for all interviewers

Screen resumes

Conduct interviews

Interview training

Background checks: Reference checks, Employment verification, Education verification 

Offer letters and offer negotiation.

Recruitment materials. Have you thought about how you sell your company to a candidate?  In other words, let's tell them why they should they want to work for you. Even when there are many people in the job market, competition is always tough for the best candidates.

Recruitment literature can help.  I can help you put together something that is honest and puts your company in the best possible light.  This might include some company history as well as information on your benefits.

Job descriptions are also a really good idea.  They can be time consuming but, for many reasons, you will be glad you have them.  It is almost impossible to comply with some aspects of employment law if you do not have updated job descriptions.

Regardless of how many new hires you bring into the organization, it is a good idea to have a new hire orientation program. Although it may not be a formal, structured program, you still need a plan for your new hires. How will they all of get the information they need to make sure they do the best possible job for you?

I have recruited for companies in furniture, financial services, inspection & testing, mining, manufacturing, high-tech services and software; and in executive search firms as well as in Corporate America.

Functional areas include general management, operations, finance, human resources, training, sales, IT and other administrative staff.