If you’d like to conduct a talent search with us, it’s really simple:
Our support team will reach out to schedule a quick chat regarding the role you want to hire for.
The reason we do this is that every business is unique, and you’re the one who knows your business best. We’ve been at this long enough to know that a uniform approach doesn’t work for all firms; instead, we want to be 100 percent in-tune with what your needs are, so we can calibrate your expectations for success.
We organize our candidates into four well-defined groups, which are categorized as follows:
An exact match is a candidate possessing all of the skills you’re looking for, who also has relevant experience and who is even familiar with many of your digital/online tools. These candidates are extremely rare to come across, but when we find them, we take the utmost measures to secure them for you. Keep in mind that candidates with the exact skills you need will typically be in high demand, so their cost will invariably be higher than average.
These candidates may not have worked in the exact industry niche your organization lies within, but they possess skills that are transferable. Most tasks that businesses have for remote workers tend to be fairly easy to perform and very teachable. These job candidates are quick learners and will typically get up to speed quickly, as they have previous experience in similar roles. Their cost will be slightly less than that of Exact Matches (see above).
These candidates aren’t new to the workforce, but by the same token, they don’t come with a lot of experience. They’re minimally qualified for most tasks and will require some training to get up to a level where they’ll be useful for your team. Because they’re still getting their feet wet in terms of work experience, their skills and cost will be somewhere between candidates with Transferable Skills (see above) and Fresh Graduates (see below).
These candidates are absolutely new to the workforce. In most cases, they’re new university graduates who are extremely hungry to start working and learning. They tend to adapt to new jobs like ducks to water. We’ve had amazing success in placing these candidates, and their rise through the ranks to advanced positions continues to astonish us. The return on investment for firms that believe in these candidates is typically phenomenal. Even better, the cost of a fresh-graduate team member may be roughly half that of an Exact Match (see above).
We’re plugged into multiple job networks that allow us to select candidates from a diverse array of talented workers. We put more resources into locating worker candidates than we do into the marketing of our firm; after all, our business rests on your success, which, in turn, is enabled by our company delivering the most talented workers we can find.
We locate top talent via:
Between all of these sources, we attract more than 1,000 candidates per month. But out of this total, we only accept the top 5 percent of applicants. When we receive a new candidate’s application, we take care of all of the heavy lifting, so you don’t have to.
First, we verify all aspects of a candidate’s resumé to make sure they’re suitable for roles at our company.
Second, we conduct a phone screening with a candidate and allow them to evaluate themselves. We then assess them and grade them on:
If we’re satisfied with these assessments, we’ll invite the candidate to a first-round interview conducted by our success team. We treat this as a formal interview, as it will be presented to you, the client. To save time, we ask many of the normal interview questions you might ask the candidate if you were conducting the interview yourself. Some of these questions will include:
We welcome your testing of suitable candidates using any tools or methods you prefer. If you don’t have testing tools or methods for candidate evaluation, we’ve developed several of our own.
Our optional secondary filtration methods include the following tests:
When these tests are administered, for quality purposes, every candidate is manually graded. Based on all the information we’ve gathered and the grading and assessments we’ve made, we endorse candidates we believe would be best suited for your position.
We present all endorsed candidates to you, along with their video introductions and interviews that we’ve already conducted with them. It’s up to you which candidates you would like to select for interviews with your company.
We’ll set up interviews for you with all your chosen candidates. We’ll assist you with these interviews, so we can listen in, help you with your final selection and give you feedback on your decision. But rest assured that the final selection is ultimately yours and yours alone.
Once you’ve made a choice, we’ll send a job offer with the agreed-upon salary to the candidate. Once the candidate accepts the offer, we’ll begin the onboarding process for the specified starting date. We’ll make sure all infrastructure and support programs are ready for the new team member’s first day, and at that point, our staff management takes over handling them.
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