Business Model

Striving for creative and collaborative recruiting partnerships
Business Model

Recruiting is an art, and we are experts. We break down the process into components that allow us to maximize resources and your staffing budget. ORI's approach to recruiting is based on developing a collaborative partnership with each client. Our solutions are designed around each client’s people, process, and technology.

Quality candidate sourcing and screening are the most time-consuming components of the recruiting process. These are the functions we capitalize on using our combined local and offshore recruiting teams.

ORI’s unique approach is scalable. We integrate into your recruiting program for:

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    Individual search

    Per placement basis

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    Hiring project

    Augment your recruiting function with scalable resources

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    Recruitment Process Outsourcing

    Complete outsourcing of your recruiting department

Service Steps
Regardless of the recruiting program, we take the following approach

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    Planning and your USP

    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. 

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    Candidate Profile Collaboration

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

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    Parthenon Recruiting

    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
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    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.

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    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.

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

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    Scheduling/Sense of Urgency

    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.

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    Uncovering Roadblocks

    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. 

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    Closing on Offers

    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.

Interested in learning more about our approach?

Even More
4 Key Attributes

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    Training is our superpower

    We love training, and trained recruiters are the ORI Superpower. We love coaching our recruiting teams and have an excellent process as our founder has been training recruiters for over 25 years. The process is fundamental, and so is technology. You can have the greatest technology and process globally, but if the recruiters lack skill, the process will break down.

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    Down streaming questions

    Asking simple but sometimes tough questions saves time and minimizes frustration. Does the candidate understand the job and the company? Is the candidate truly ready for a job change or just fishing for more dollars?  We make sure the candidate is interested and, most importantly, make sure the candidate is closed on your compensation number, not theirs.

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    Sense of urgency

    A true recruiting firm never closes. The lights do not turn off. It is not a 40-hour a week job.  Until a candidate becomes an employee of your company, the recruiting process will stay in motion.

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    If they need to, can your provider pick up the phone and recruit from your targeted companies and competitors? Some recruiters might not even understand this concept so ask them. We use all possible recruiting tactics to move the process forward.

Let's talk

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