Candidate Development:
This involves communicating with candidates, from the target list that we generated during the Candidate Sourcing phase, via telephone and email to impart the Clients Value Proposition in an enlightened manner and determine the candidate’s interest, qualifications, salary expectation and elicit their resumes. It’s essential to continue our practice continuously appealing to the candidates’ need for self-actualization and transcendence, as opposed to salary and benefits.
Candidate Sourcing:
Each project begins with a comprehensive name generation initiative to identify potential candidates who meet your search criteria. Through in-house, hard-fought-for research efforts utilizing our own proprietary databases, as well as public databases such as D&B, Bloomberg, Salesforce.com and LinkedIn we can compile the largest potential candidate pool possible. In the current environment, it can take up to a thousand qualified candidates for some skill sets to produce a single hire. Recruiters saying “I know just the right candidate for that job”, only prolongs the time to hire because the law of averages is against one candidate being offered and accepting a job. Our skill is in efficiently compressing the entire available candidate pool for every search guaranteeing we cover every variable to provide potential applicants quickly and accurately.
Client Value Proposition:
When we are engaged to conduct a search, on behalf of our clients, we start with developing a value proposition designed to inspire potential candidates. It’s our experience that money or benefits are generally thought of as lower order needs and can be dissatisfiers but never satisfiers. We believe that linking the position, for which we are recruiting, to our clients overall corporate strategy, perception in the market and success is vital in capturing potential candidates’ interest. Very much akin to Maslow’s hierarchy of needs motivational theory, appealing to the candidates’ need for self-actualization and transcendence.