Strategic Talent Acquisition and Retention Services:
Our sourcing methods are proven avenues of uncovering PASSIVE candidates |
Where we find our candidates |
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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
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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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