We develop a custom sourcing strategy for your company, your role and your budget, given the current and ever-changing hiring environment. Typically, we work with you to:
We deliver the results you seek -- highly qualified, pre-screened candidates in a timely fashion.
Want to learn how we do it? Review the 8 C’s of hiring. We will even share our "secret sauce".
We are happy to share our hiring process. It’s not magic. However, we are focused, consistent and complete in our actions. We do it day-in and day-out and are expert at it.
Our 8 C’s of Hiring:
1. Candidate-Centric approach yields the highest number of the strongest candidates. It’s easy to focus on your company and your needs. Take the time to translate that into “what’s-in-it-for-me, the candidate?” Why do they want to work with you? What is so great about this role? Who would excel and enjoy the job? There is selling involved in finding and closing the best candidate, so put your best side forward. This is true for all roles.
2. Consistency makes it easy for you and your hiring managers to compare and contrast. Know what you want to ask all candidates and actually do it, ask all candidates the same questions. Know what is mandatory versus nice to have.
3. Composure, Courage and Care gives you adequate time to reach your ideal candidate. Sometimes the first applicant is a home run, but often it takes patience and follow-through to find your A+ fit. Don’t rush into a poor hire, which is more expensive than more time to find the right person. Don’t rush. If you have questions or concerns, dig in.
4. Creativity helps uncover great candidates. Seek out all sources of candidates. Be creative where you post jobs – regionally, industry-specific, reference-based. Increase your candidate pool by reaching out passive candidates. Who are your competitors? Would you want to hire from them? How can you reach them? Are there closely-related product or service companies that you’d consider poaching from? Training programs? Find them and start a conversation about the opportunity.
5. Culture and Character matters. Who are you and the company? What are you trying to achieve? What is like to work for you? Who has been successful in the past? Do you want to work with person 40 or more hours per week?
6. Competency. What critical methods are you using to assess their skills? Map it appropriately to the role, but consider using quick auditions, email tests or even working interviews for senior candidates.
7. Custom for your current needs. What worked last year might need an update.
8. And lastly, we do consider it our Craft. It’s part art, part science, a set of skills that we practice daily. We can help.
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