Services

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Start by understanding the current and future talent needs of the organization. Conduct a thorough analysis of business objectives, growth projections, and the skills and competencies required to achieve those goals. Develop strategies for attracting and sourcing top talent to meet those needs. Consider various recruitment channels, including internal talent development, external hiring, employee referrals, and strategic partnerships.

Build and promote your company's employment brand to attract top talent by showcasing your company culture, values, and mission through various channels like your website, career site, social media, job boards, employee referrals, and employee testimonials. Ensure your brand and company culture is weaved into every candidate touchpoint.  

Evaluate and Implement recruitment software to automate and streamline the hiring process to help you manage candidate pipelines more efficiently such as applicant tracking systems (ATS), candidate relationship marketing (CRM), vendor managements systems (VMS), engagement platforms, career sites, skill-matching, scheduling, video interview, and programmatic advertising tools.

Standardize and optimize the talent acquisition process by defining clear workflows, roles, and responsibilities for everyone involved in recruitment. This includes streamlining processes such as job requisition and offer approvals, candidate sourcing, screening, interviewing, and onboarding. Ensure that your process complies with all relevant labor laws and regulations. Allocate appropriate resources for talent acquisition initiatives in your annual budget.

Create detailed job profiles that outline the skills, qualifications, and experience required for each position. Pipeline Management involves proactively sourcing, engaging, and nurturing candidates for current and future hiring needs. This includes building relationships with passive candidates, maintaining a database of potential talent, and implementing strategies to stay connected with candidates over time. By cultivating a talent pipeline, organizations can minimize reliance on reactive hiring, and ensure a steady supply of qualified candidates to meet business objectives.

Define metrics and analytics to measure the effectiveness of your talent acquisition & operations and identify areas for improvement. Key performance indicators (KPIs) such as time-to-fill, cost-per-hire, source-of-hire, candidate satisfaction scores, and quality-of-hire provide valuable insights into the efficiency, effectiveness, and impact of recruitment efforts. By regularly analyzing recruitment metrics, organizations can identify trends, address bottlenecks, and make data-driven decisions to optimize their talent acquisition operations.

Create a positive candidate experience by streamlining your application and interview processes. Ensure that candidates receive timely feedback and communication throughout the hiring process.  Promote diversity, equity, and inclusion in your hiring process to attract a broader range of candidates and ensure that your job postings use inclusive language and that your selection process is bias-free. 

Develop a structured screening and assessment process to evaluate candidates objectively. This may include phone interviews, skills assessments, and behavioral interviews. Train interviewers to conduct effective and unbiased interviews. Provide guidelines for asking relevant questions and evaluating candidates fairly. 

Find the right people for the right roles to deliver your company strategy. For those companies in need of recruiting services, there are different options ranging from fully outsourced to turn-key project management to simple sourcing of posting and promoting job openings.