OUR RECRUITMENT PROCESS
Virtually every new prospect and client company we work with wants to know how we go about identifying our candidates.
Our ability to identify qualified candidates for our client's positions hinges upon the successful completion of the Discovery phase of our recruitment process. The feedback we solicit from each individual involved in the hiring process allows us to build a model of the ideal candidate we ideally want to target.
When starting the Identification process, our goals first and foremost is to identify candidates who are currently employed in similar roles at companies in either the same or parallel industries as our clients. We do not post help-wanted ads on national job boards such as Monster, CareerBuilder or Indeed. Secondly, our goal is to identify candidates who are currently gainfully employed and not necessarily looking for a new job. We firmly believe that the best candidates are currently out there working (albeit for someone else) and chances are, they are not going to respond to an arbitrary job posting.
We refer to individuals that respond to online job postings as being “ON” the market, simply because they are currently in the process of looking for new employment. We are not suggesting that every response you receive from an online job postings is from an unqualified candidate. However, if all you needed was a a well-written job posting to attract top talent you wouldn’t need us, you would need a good copywriter. Anyone who has been in recruiting for any length of time knows that job postings are by no means the answer for how to attract top talent.
Our clients hire us to find the best candidates “IN” the market, not just “ON” the market.
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