High Tech
We take your detailed position profile and deploy our 24/7 internet sourcing A.I. bots and search tools to search far and wide to develop exactly the right profile pool
High Touch
We then personally engage with qualified prospects in the pool to get to know them, introduce the opportunity and start an ongoing dialog about the your organzation
High Engagement
Effective recruitment requires a very high level of engagement with all parties very closely involved in the process; recruiter, candidate and employer.
John Beresford Founder / Principal
Recruiting the Talent You Seek
The recruiting job has become an overwhelming task for most organizations. Recruiting done right is a full time, all-encompassing team effort that sources and recruits from ALL available resources and networks.
Finding the Hard to Find
Finding people is hard enough… Finding the right people can be arduous and challenging!
Competition for talent has never been more fierce. A robust, full-time recruitment effort is one of the most important functions of a dynamic thriving company. Recruiting never stops; relationship building with both active
and passive networks, with your marketplace, and even past alumni should never end. Just as a company always markets it’s products and services, so also should it be promoting the opportunity to join the organization.
f.a.q.
You have questions. wE have answers.
Below we answer a few common and basic questions about recruiting and how we deliver our services. However, to get a really comprehensive understanding, please schedule a “Discovery Call” with us so we can talk about your specific situation.
Why should I hire a recruiter to do a job we can do in-house?
Well, if you CAN do the job in-house, you absolutely shouldn’t hire us!
However, in this highly competitive environment many companies struggle to hire the people they need (let alone the RIGHT people). In these cases, the financial costs of NOT having filled the role(s) for weeks and months far
outweighs the cost of paying a recruiter a success fee:
- The direct costs of an internal hiring campaign (staff time & salaries)
- Job boards, online accounts and job ad posting costs
- Hidden cost of staff time re-directed off of other important priorities
- The potential cost to your organization if you don’t first make the “right hire”. Hiring the “right person” is a byproduct of an exhaustive recruitment marketing campaign the scours every connected active and passive network with robust screening, engagement and interviewing processes.
- The “opportunity cost” of the lost revenue (usually a multiple of salary) when your key new employee is still not in place after months.
Why do I need to place more emphasis on recruiting for my company?
The game has changed. The internet changed everything and social media has ramped up the intensity ever more so. Here is a sobering truth every healthcare leader/executive needs to know:
Your existing employees are being targeted daily by your competition.
Not only is it a fight to recruit the quality talent that you need now, but your EXISTING employees are being recruited away from you every day! Each night at home, when they go on social media they bump into highly-targeted ads, direct messages and emails offering them new opportunities. Frankly,
you need to be “re-recruiting“ your existing employees each day
because your competitors are actively enticing them to leave you. It is a challenge to be sure. Your internal “people game” needs to be stronger than ever to keep your employees happy and content where they are! Always
be recruiting…
What does your team do that my team can’t?
Frankly, the days of simply posting a job ad and maybe pushing out a post or two on social media in order to get applicants, does not usually result in you finding the “right” candidate. The days of posting and hoping are over.
Everybody is a free agent now – even if they are already employed and “not looking”. Finding the “right-fit-candidate” requires vigorous sourcing followed by a robust “recruitment marketing campaign”. We source all qualified
potential candidates, including those that are not even looking for a new job, and reach out to discuss your unique opportunity with them. This usually entails multiple emails, messaging and phone conversations (including with
significant others). This is a full time marketing & sales effort that requires that we showcase the key emotional drivers of why your organization would be a great new home for them!
Most organization are not setup to conduct such campaigns and dedicate the resources to such an elaborate, proactive, multi-channel operation. Typically, the person you really need is NOT in that group of actively-looking, and/or currently unemployed. They are currently employed, productive employees that become open to a great opportunity when it is properly presented to them.
We are a healthcare organization but also need some non-healthcare roles? Can you provide those too?
Yes, that is no problem. Just schedule a ”
Consultation Call
” and we will discuss your needs.
Do you provide permanent or temporary staff?
We can do either for you, permanent direct-hire employees, or temporary contract employees.
How do you charge for your services?
Typically, recruiting agencies are paid by a percentage of first year salary and/or OTE. However, there are a myriad of ways to structure any recruiting agreement. Each situation is very different, as are the elements present
in each deal. Depending on the nature of the job search, it could be worked as “contingent” or “retained” search. It is best to schedule a ”
Consultation Call
” and talk to us about your needs and we can look at a structure that works for you.
Let’s Talk… Book a Consultation Call!
We’d love to hear more about your business.