Your Corporate Culture

Candidate Profile Testing

Research & Recruiting

Recruiter Interviews

Client Interviews

Background Checks

Our first step is to meet with our clients to determine factors that drive their business: strengths, weaknesses, opportunities and threats. We then develop the following items, and submit them to the client for review and approval:

Corporate Profile which includes company volume, products, time in business, direct and indirect competitors, key corporate attribute, etc.

Position Description including required experience, education and certifications; duties and responsibilities; compensation package; territory and direct reports; growth opportunity; existing accounts, channels of distribution, etc.

Target list of selected companies that represent a potential source of candidates.

Competency Based Interviewing Form, an attribute based metric that is weighted to quantify the degree of qualification of a potential candidate.

Brooke Chase Associates identifies professionals that not only possess the requisite skill sets, but who best fit within your Corporate Culture.

How many times have we seen professionals change positions from one employer to another, only to fail in the new position? Did they lose their skill sets? Probably not; however, the Corporate Cultures were likely very different.


The key to recruiting is to hire those professionals who demonstrate an ability to be successful within your organization, but equally important, that fit within your Corporate Culture.

If used properly, Psychological Profile Analysis provides incredible insight into a candidate's potential. By utilizing our preferred tests, we have been able to maintain the highest completion and stick rate in our industry.


Brooke Chase Associates uses the following:

• Cree Questionnaire
• Sales Attitude Checklist
• Thurstone Test of Mental Alertness (TMA)

Our research associates source 150 to 200 people, and begin development of Candidate Fact Sheets (CFS), detailed fact based documents that are developed from initial telephone screening through the recruiter interview.

CFS information which is neglected on most resumes:

• Month/Yr of Past Employment
• Volume of Each Company
• Responsibilites
• Specific Products
• Client and Associate Names
• Titles of Individuals Supervised
• Benefits

First Cut: from the 150 to 200 initially sourced, we develop 40 to 50 potential candidates.

Second Cut: utilizing the Candidate Fact Sheet we select the top 10 to 15 most qualified candidates for recruiter interviews.

The most qualified candidates will be personally interviewed by Brooke Chase Associates, Inc. to obtain a thorough understanding of their accomplishments, capabilities and potential. In the face-to-face interview candidates are further evaluated to identify specific strengths or limitations they would bring to the position.

Brooke Chase Associates, Inc. then refers only the top 3 to 5 candidates, and coordinates all the necessary arrangements for client/candidate face-to-face interviewing. We also provide each candidate's in-depth Fact Sheet.

To avoid the problems that stem from negligent hiring and failure to protect the workplace, employers must pursue every advantage afforded to them and screen all applicants with every means available.

On behalf of our clients, Brooke Chase Associates performs the following screening:

• Reference checks
• Criminal background checks
• Financial
• Educational
• Department of motor-vehicle driver's license verification