Engagement planning includes meeting with key players and defining the scope of the recruiting project. This includes clear and enticing job descriptions, an understanding of the organizational structure, and compensation ranges and limits. We also take the time to understand the company's vision, goals, and values so we can present these attributes to potential applicants.

An integral step to the planning process is to collaborate and creatively develop your company sell. We call this a Unique Selling Proposition (USP). In essence, what makes your company different from other companies competing for the same talent and why would a person leave their current company to join your organization.

This USP needs to be consistent and delivered at each step of the recruiting and hiring process by all individuals that are in contact with applicants. From the initial contact to the final interview, each candidate needs to hear a uniformed message of why the company is an excellent place to work. 

Before starting the search process, we perform a collaboration meeting using preliminary candidate profiles to ensure we are on target.

Traditionally recruiting was performed using a one-dimensional approach: the telephone.  Now there is an overwhelming number of possibilities to source talent. For most recruiting organizations, the limiting factor is time. Because we use an on and nearshore sourcing model, we significantly increase the sourcing channels without significantly increasing the costs.

The best approach to recruiting is to use simultaneous and sequential processes to attract talent. We call this our Recruiting Parthenon, and we attack the marketplace by air, land, and sea.  All methods can be deployed using both phone and email tactics. Some common ORI methods are below.

• Targeted EcoSystem searches based on your industry
• Networking through existing relationships, contacts, and our ATS
• Direct headhunting into competitors
• Direct sourcing using phone lists and pay lists.
• Networking through social platforms like LinkedIn, Facebook, Twitter, Slack, GitHub, etc.
• Posting on job boards
• College alumni and MBA sites
• User groups
• Searching job boards and calling and emailing
• Boolean and SQL search Scripts
• Other Alumni sites

Screening is broken down into various steps. We match company goals with candidate goals, technical skills, reasons for change and key behavioral attributes. This information is very important as the recruiting process moves forward.

We pride ourselves on proper matching principles and techniques. This is a simple concept, yet powerful skill, that separates outstanding from mediocre recruiters.  If you think about it, presenting the wrong candidates creates time loss for everyone in the process. Have you ever interviewed a person and thought all along they were interested and were going to take the job and then at the 11th hour, they back out?  We ask the hard questions up front and manage applicant challenges during the process. The number one complaint we hear from our clients is the bombarding of hiring managers with off scope resumes. Because we are business professionals and recruiting experts, we have the skills to ask the right questions about each role and subsequently, ask corresponding questions to the applicants. This assures a correct match. During the process we regularly check in with the hiring managers to make sure we are on scope.

When presenting candidate resumes, we highlight position matching attributes, pushes and pulls, compensation, and reasons for change.

Once a candidate is properly screened, the clock starts ticking. It is important to realize that once a candidate starts job searching, there is a high probability they will consider more than one new opportunity. We do our best to keep the process moving forward as quickly as possible.

No opportunity is perfect, and applicants always have questions, concerns, and doubts during the interview process. We pride ourselves on developing great relationships and managing the job change process. We ask the tough questions during the interview process and make sure the candidate is on track and interested in moving forward. If a candidate is not interested, and the objections cannot be defused, we immediately communicate this information to the hiring manager and close out the process. There is no point in making offers that will be turned down. 

During the interview process we develop and maintain a proactive, open and positive relationship with each candidate. What that means to you is, we will be able to make sure all objections are known prior to an offer. We pride ourselves on making sure that if an offer is made, there is a high probability it is accepted.