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Strategic Talent Acquisition & Retention Services

Strategic Services

Strategic Talent Acquisition and Retention Services:

Our sourcing methods are proven avenues of uncovering PASSIVE candidates

Where we find our candidates

Your Benefits:

  • Reduce the time and money spent sourcing PASSIVE candidates
  • Put in-depth research at your fingertips to quickly familiarize with the candidates
  • Attract more business by building a reputation for PASSIVE superstars
  • Hone in on top talent in order to keep your competitive edge

STAR Team at NBS provides candidate sourcing and research using our EXTENSIVE NETWORK. We do NOT source candidates using job boards and resume databases like Monster, Hotjobs, Dice, Flipdog, 911employment…etc. That makes our candidates list UNIQUE and with MULTIPLE VERIFYABLE REFERENCES. By outsourcing your talent identification processes to NBS, it allows you to free up time to focus on high-level corporate priorities. Let us take on the tactical, so you can focus on delivering the strategic.

In addition to sourcing and qualifying applicants, we can handle all the related administrative details. Our value-add to our clients is establishing quality and productivity metrics, serving as a business partner by qualifying candidates in relation to organizational “fit” factors along with hard skillsets. Our recruitment leaders work with our clients in continually refining procedures to reflect best practices and lessons learned, and measure and report both hard and soft dollar savings.

NBS collaborates with you to deliver a high performance workforce, and in the most efficient and cost effective method. Advantages of using NBS as your business partner:

  • Job-ready and passive talent that are pre-screened on the telephone by trained recruiters
  • Powerful and efficient resume search, collection, and screening
  • We have access and licenses to all important tools so you don’t have to
  • Detailed and exhaustive weekly status reports
  • Extremely cost effective
  • Proven to reduce hiring cycle times, cost per hire while maximizing both quality and customer satisfaction

Typical candidate identification and pre-screening process:

1. Each sourcer will be assigned a manager, or managers for whom they will     work      with.
2. Each manager will send his or her most critical job req's to there assigned     sourcer.
3. The sourcer team manager, the assigned sourcer, and the hiring manager will     have a conference call to discuss     the hiring managers openings, and key     "minimum qualifications for each position.
4. A set of qualifying questions will be put together so that the sourcer can
     pre-screen candidates to confirm they are     qualified for the position.
5. The sourcer will send two to three calibration resumes (“calibration" as in     resumes of candidates who have not     been contacted, but appear to match  the job description based on the candidates resume) to the hiring manager  for each job req. (time goal 24-to 48 hours)
6. The hiring manager will review the calibration resumes, and reply to the sourcer     as to how well the calibration     candidate meets the qualification. These     calibration candidates will also help the hiring manager focus in on what     types of     candidates are in the market and their compensation.
7. Now that the sourcer has a good feel for what the hiring manager is looking for,     the sourcer’s goal will be to     generate 2 to 4 pre-screened (candidates who     have been contacted, and pre-screened to meet the hiring     managers     qualifications, are ok with relocation or the commute, are within the salary     range,     and have been sent     the job description.
8. Each screened candidate will be sent directly to the hiring manager for his or her     review. The hiring manager will     immediately agree that the candidate is     qualified. The hiring manager will provide the sourcer specific and detailed     feedback on what about the candidate is on target, and where the candidate might     be off target.
9. If the hiring manager likes the candidate, he or she will reply to the sourcer, as to      what they want the next step to     be for the candidate (take the online test, phone     screen, on-site etc….)
10.The sourcer will work with the candidate to move on to next steps (set up the test,       time for phone screen etc...)      of the hiring process.
11. Each week a metrics report will be generated for the hiring managers to     review.        It will show how many candidates  were generated, what candidates  were        screened and sent, and where the candidates are in the interviewing process.        (This way no candidates will get lost)

For more information on our services email to: Click here for Email

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