 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
|||||
 |
 |
 |
 |
|||||
 |
 |
 |
 |
|||||
 |
 |
 |
 |
Success... It's All in the Numbers!
|
When we are asked “How are you able to find Top Talent, when other firms cannot?" The answer is simple. We meet more candidates to select the best talent from because we employ more recuiters who perform the work. We have more Top Talent Recruiter Resources to put to work on an assignment, then our competition can afford to employ. |
 |
Our Database of Top Talent Candidates - Most recruiting firms claim to have huge databases of candidates. However, while they may have a large quantity of resumes in a database, how many are still available, how many are “right” for the client, how many would be interested in the opportunity at the client…These are among the questions it takes time and manpower to answer. Many small recruiting firms simply stop evaluating candidates as soon as they find one who might have the experience sought.
We can also claim a database of candidates numbering in size in the tens of thousands, or if we date back 25-30 years, over 100,000 candidates. But this is unrealistic. Candidates move, retire, change careers, etc. Who was available over a year or two ago, may no longer be a worthwhile contact. Our Recruiting Process however, is designed to maintain a level of current, Top Talent candidates, of a size, that allows us to be selective when evaluating candidates for our clients.
Our Large Team of Recruiters, currently 40 in number, dedicated to finding Top Talent, interview on average, about 6-7 candidates in-person, per week. That’s about 1000 candidates per month. Over the past 2-3 months then, we would be able to draw from 2000-3000 possible candidates, to evaluate if they are a “match” for a client’s position. In addition, the recruiters’ efforts and network of contacts provide us with candidates who are not posting their resumes, who are not aggressively looking, and who are not available to clients.
When working on an assignment for a client, this manpower is directed to making calls to screen down this number to a more manageable 5-10 candidates for the Project Manager to meet. If we stopped at the first possibly qualified candidate, we would be no different then the competition. We “invest” in order to be selective and find the “right” or best match for our clients.
Our Project Managers work closely with the client to outline all the crucial information and then select a team of recruiters dedicated to the assignment. Overseeing the process, the Project Manager ultimately meets and evaluates personally the final contenders and then selects the top 3 candidates for the client to meet.
The Project Manager is involved in the initial client meeting, learning all nuances of the corporate culture, the client’s industry, corporate history, team culture, the manager’s personality and the vital “selling points” the client has to offer that will attract the Top Talent candidates.
The Project Manager meets both the candidate and the client, in order to make a better decision on whom to refer. This also prepares the Project Manager to gain greater value from the follow up after the meeting of the first candidate.
This feedback on the first candidate, since the hiring manager and the Project Manager have now both met the first candidate in-person, has much greater value. This allows the Project Manager to better “tweak” or assess the “match” of the second or third candidate if necessary.
To summarize: Our approach is to work on behalf of our client. We work more exclusively, with a smaller number of clients. This enables us to dedicate more of our resources, an entire team of recruiters, led by a Project Manager, focused on evaluating Top Talent in our database of candidates.
 |
||||||||||
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
||||
 |
|
 |
||
 |
||||
|
||||
 |
||||
|
||||
 |
||||
 |
||||
 |
||||
|
||||
 |
||||
|
||||
 |
||||
|
||||
 |
||||
|
||||
 |
||||
|
||||
 |
||||
