Intellectual Capitol (ICAP)

Retention Program

Reasons

• ICAP’s Follow-up Process exists to make certain that the transition and placement procedure runs smoothly.
• ICAP understands that our service does not end when the placement has been made. The support begins at this point.
• ICAP is dedicated to not only the placement of a candidate, but also the retention of that candidate. This provides the client with the confidence and stability of assuring every client’s goal of long-term retention of the placed candidate.

Benefits

• ICAP will continue to sell the client to the candidate on the vision/mission of your organization and his/her critical role in that plan. This provides an assurance, from a trusted counselor, that the candidate made the best decision.
• The Follow-up Plan also provides ICAP the ability to discover issues that exist that may not be stated to the candidate’s supervisor.

Results

• Historical data shows that 94% of our placements are in a leadership position with the company where ICAP placed them 3 years after the original start date.

Process

• Day 1 (January 1) – The process begins by contacting the candidate on the 1st day with your organization. We make certain that interview perceptions become realities.
• Day 14 (January 14) –The 2nd contact will be made on the 2 week anniversary of your new employee’s start with your firm. This call ensures that the assimilation is going smoothly and the candidate is building the foundation of his/her success within your organization. Two weeks allows the candidate to explore the business and find his true comfort within the organization.
• Day 30 (January 30) – At Day 30, a third contact is made. By this time, personality and management styles are evident. The focus of the conversation is to determine any factors that would mitigate risk for the long-term retention. The previously stated goals, objectives and deliverables should be well on their way to becoming foundational within the new employee’s scope of responsibility. Furthermore, you, as the employer, will be contacted to determine how the new employee is realizing the items from the ICAP Performance Profile. If any issues are discovered, ICAP quickly responds by acting as an intermediary, if necessary, in order to see that these issues are resolved effectively.
• Day 60, 90 (February 28, March 31) – The next quarter contacts are made on a monthly basis. Within the first quarter, a candidate should have a confidence about his decision as well as have discovered any discrepancies with the position. ICAP will work quickly and efficiently with the client to ensure that these discrepancies are settled in an orderly manner.
• Day 120, 210, 300 (April 30, July 30, October 30) – For the year, ICAP will contact the candidate quarterly to check up on his progress. This is the dedication to both the candidate and the client that ICAP wants to exhibit in order to provide top quality service and support.
• Day 360 (December 30) – Once the first year has been passed, ICAP will contact the candidate on a yearly basis to simply check up on his situation and gauge his results within the environment and organization.