Research and Recruiting
Filed under: Recruiting, Recruiting Update, Services
Recruiting quality talent requires a great deal of research. Unfortunately, finding the right person for the job is not as easy as picking a random resume from a pile and giving the person a job. Performing these research tasks take time and effort, especially when you are targeting specific competitive companies to source from. When researching candidates from competitive companies, there are two services that Hire Velocity offers.
Name Generation is the first option offered by Hire Velocity. With Name Generation you specify competitive companies that you think will have the talent you are looking for. Upon getting this information we immediately begin researching to find candidates that meet the required job specifications. Hire Velocity uses a wide variety of search tools including job boards, social media, cold calling, and our proprietary tools. Leveraging our search tools, we identify the names, phone numbers, and emails of qualified candidates. The final product is a list of qualified candidates from the competitive companies you specified.
In addition to Name Generation, Hire Velocity also offers Talent Mapping. Similar to Name Generation, we research candidates that meet the required job specifications in competitive companies that you specify. Again, we use our search tools to identify the names, phone numbers, and emails of qualified candidates. Talent Mapping takes Name Generation to the next level and maps these names into the company’s hierarchy. This service can be extremely useful to visually see the hierarchy of the candidates. This service entails an even heavier load of cold calling and research to map names, but the results can be quite valuable to your recruiting efforts.
Active Sourcing and Screening
Filed under: Recruiting, Recruiting Tools, Services
What is it?
Active sourcing and screening is a sourcing strategy that Hire Velocity uses to find qualified, available, and interested candidates. Hire Velocity uses several different techniques to find a wide array of candidates that best fit your position’s description. We have access to over 200 job boards and have content partnerships in place with over 5,000 job-oriented websites. This gives us access to a large pool of candidates actively looking for a job. We also utilize social media such as Facebook, Twitter, LinkedIn, and blogs to find candidates that have the skills needed for our client’s positions. For an even more thorough search, we use our proprietary sourcing tools and our client’s application tracking system to search through resumes and find qualified candidates.
Upon identifying qualified candidates from our extensive searching techniques, we will telephone screen each candidate to assess his or her skills, education, and experience. The result is a list of qualified, available, and interested candidates for your open job positions.
How is it used?
Active sourcing and screening is used to find qualified, available, and interested candidates for positions that our client’s would like to fill.
Why would an organization use it?
It can be time consuming and expensive to source and screen a big pool of candidates and narrow it down to only the qualified, available, and interested ones. Hire Velocity has the resources and experience to be able to efficiently find candidates that meet our client’s specific needs and wants. Active sourcing and screening can save you time and money by driving down your recruiting costs by as much as 50%. We believe in speed and quality and pride ourselves on the ability to deliver quality candidates fast at a reasonable price.
Passive Candidate Development
What is it?
Passive Candidate Development is a sourcing strategy used to find quality candidates who are currently employed, not actively looking for a new job and who have a particular desired skill set. Passive search is often used when candidates cannot be found by actively posting a job, hosting a job fair or searching for posted resumes of individuals who are job seeking. This entails identifying a candidate list from competitive companies and proactively calling on those candidates to present the new opportunity.
How is it used?
By directly sourcing management positions from targeted competitors within a similar industry and geography focused areas.
Why would organization use it?
The Department of Labor says that 84 percent of the workforce is made up of Passive Candidates. With Passive Candidates making up the majority of the work force, it is important for an organization to utilize this recruiting tool. Using this approach is popular among hiring managers who specifically know what they want in a candidate.
There are many benefits to using this approach. First being it saves time and money. It is very costly for a company to take on a new employee that needs extensive training, with this approach minimal training is necessary. Because the candidate is already an expert in that field, they are highly knowledgeable about that position. Due to the high cost of training, having to provide minimal training save an organization enormous amounts of money. Training can be especially time consuming, especially if they are new within that field. This approach allows an organization to focus on more pressing matters other than training. Also an organization can be assured the job expectations are being met. Organizations use Passive Candidate Development to fill management positions. Since they are some of the most important positions within a company, they need to be filled with candidates that will get the job done.
Since the candidates are passive, they are currently not looking for a job, which makes it difficult to identify them. The candidate will not be utilizing a job board to post their resume or any forms of social media to display their interest in a new position. Also there are no other available options until you know who the person you are seeking is. Another drawback is making the connection since traditional communication is hindered it is important to use alternative ways. A lot of RPO (Recruitment Process Outsourcing) companies rely on cold calling, in which scenarios will be created to first find out who the person is as well as make initial contact with them.
Passive Candidate Development will provide an organization with a high caliber of skilled, quality, and qualified candidates.
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