LEARN ABOUT OUR EXPERIENTIAL, THOUGHTFUL AND NON-REACTIVE RECRUITING PROCESS.
FarWell’s recruiting and selection process is experiential, thoughtful and non-reactive. Since we're not a staffing agency, we do not re-actively recruit for FarWell client opportunities; rather, our recruiting process is proactive. With this approach, we’re regularly speaking to qualified individuals who may be a right fit for our team in the future. By taking our time, we ensure both parties have asked all the right questions and have received enough data points to know if there is a match.
"I'm not looking for the best players...
I'm looking for the right ones."
- Coach Herb Brooks (Miracle, 2004)
A recent internal study showed that 75% of FarWell employees come referred to our organization by our current team members, former team members (“FarWell Alumni”) or clients. Through these trusted relationships, we're fortunate to talk to individuals who share our Values, hold our Core Competencies and a range of skills across our delivery capabilities.
HOW IT WORKS
Each step of our recruiting process has its own distinct goals and objectives. At a high-level, FarWell's interview process includes, but is not limited to...
'FarWell Insider' Submission. Becoming a FarWell Insider is the first step in our recruiting process. The submission allows FarWell to capture all necessary candidacy information. Once submitted, FarWell will conduct an initial evaluation and respond accordingly.
Introductory Conversation. For individuals that we are interested in meeting, we will schedule an 'Introductory Conversation.' The meeting is largely informal, fluid and educational. We expand upon our 'About FarWell,' answer questions about our team and highlight our overall recruiting process (if necessary).
Work Product Review. After the Introductory Conversation, if the prospective team member hasn't already, we request that they provide relevant work product examples that align their skills and experiences to FarWell's core capabilities.
Interview(s) with FarWell SME(s). After receiving work product examples, we introduce the prospective team member to FarWell Subject Matter Experts (SMEs). At this stage, Our SMEs take a deeper dive into an individual's professional experiences. We want to understand their strengths, intrinsic motivators and the type of work environments that make them successful. Conversely, this is an opportunity for the prospective team member to interview FarWell. It is not uncommon for FarWell to schedule 2-3 separate meetings with SMEs.
FarWell Team Outing. For candidates that have advanced to the final stages of our recruiting process, we invite them to attend a FarWell Team Outing. These outings have included team lunches, happy hours and community meetups. At these outings, individuals can meet multiple team members, learn about the projects they're working on and experience our culture at a deeper level.
Given that this is a multi-step experience, it is not uncommon for our recruiting process to take several weeks to complete. As individuals advance through our recruiting process, we will share information related to FarWell benefits, perks and compensation.
APPLYING AS AN ADVISOR?
Upon successful completion of our standard recruitment process, FarWell's ability to hire a new advisor is influenced by four main factors/questions...
1. Market Demand. Are we receiving new opportunities for our services?
2. Existing Team's Capacity and Skills. Do we have existing team members with the available capacity and required skills to perform the work?
3. Right-Fit Engagement. Does the new opportunity fit the needs of the prospective team member (project role, duration, utilization, location, etc.)?
4. Client Approval. Does the client need to interview the prospective team member? Is there client approval required to move forward?
All the above questions need to be answered before FarWell can issue a formal offer letter to a new employee. Understanding that there are many variables that impact timing, it is not uncommon for an offer to take several months. We will be in regular communication with you throughout the process and will alert you to changes or new opportunities as they arise. Given all of these factors, the earlier you start the process, the better.