Get to Know Us
We take the time to understand your needs and find the perfect candidate for your business. We'll paint a picture of your ideal candidate, including their education level, skills and knowledge, years of experience, and personal attributes.
Our experience and network help us connect you with the right talent, quickly build a team you're proud of, and improve retention rates.
Our Recruitment Process
1
Opening the Requisition
When opening a requisition, recruiters should set deadline expectations and lay out a map of the hiring process.
Deadlines help keep hiring managers focused on hiring, and a process map allows them to see what they should focus on at each phase.
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2
Screening the Applicants
While hiring managers aren’t as actively engaged in the screening process, they still have oversight on which candidates to select for interviews.
This is the time for recruiters to keep the hiring manager from developing tunnel vision and check their candidate selections. Recruiters can use the screening phase to build trust with a hiring manager by communicating why specific candidates would be good fits.
3
Interviewing the Candidates
The next advisory interaction with a hiring manager will likely be during the interviewing phase after recruiters have screened and recommended candidates. They should ensure that the manager’s process is consistent across each interview, and that they aren’t asking the same questions from the phone screen or video interview. This is the time to go over any red flags the candidate might have given off — such as vague or short responses — that deserve more probing.
Selecting the Best
When it comes to selecting candidates, recruiters have less influence but can still be an advisor to their hiring manager.
They can create the most value by helping hiring managers avoid biased choices or becoming tunnel visioned on a specific candidate. If that candidate drops out or takes another offer, the hiring manager needs to have backup options.
4
5
Making the Offer
When setting up the offer packet, recruiters can coach hiring managers behind the scenes on how to approach the verbal offer and what to discuss outside of salary. When it comes to salary negotiations, it helps the hiring manager to discuss salary in a range instead of a hard number. This is a great time to reinforce your employer value proposition. Recruiters should remind the hiring manager to sell the whole organisation (benefits, culture, and office perks) to keep the candidate engaged and interested.
Need more details?
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