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Observe

• Job seeker audit- we review, assess, and apply to a role at your company to gain the job seeker perspective.

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• Market Analysis- a deep dive on your hiring competition.

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• Show your stack- Review Recruitment technology stack, documentation, and candidate data.

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Prep

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• get faster- Automation of process, reporting, analysis, documentation, and pipeline.

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• Know your team (KYT)- Understanding the limitations your team is facing to set realistic expectations and delivery. Leveraging market data we can help you predict challenges before setting out. 

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• triage and prioritize:

1. CRITICAL PATHS - (the core of what you do, constant, on going, and mission critical to your business)

2. ADVANCED - (Important, time sensitive, niche)

3. Long term- ( future hiring needs, new tech )

4. Specialty Skills- (specialty knowledge around tools, training, niche domains, technical, automation, dynamic revenue gen). 

 

• Create a single source of Truth- TA suffers from data fragmentation as the variety of sources and levels of integrations between tools is often lacking.

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• Bloat check- The right tools are better than every tool. Multiple boards, tools, and job postings often provide duplicate data and/or features.

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• outreach- targeted networking to create awareness within technical communities, groups, and externally. 

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ATTACK

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• Teamwork- harness the power of your people, build trust through transparency, and mange their time through efficiency.

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• search strategy-options to set expectations for the challenges and refine the target across the decision makers.

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• unified messaging- encapsulate the company, role, hiring manager, team, benefits, and Why behind your team. 

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• Lean on the team to share- creation of demand, referrals, and leveraging a customer network to create inbound.

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• Feedback loop- Clear expectations for review, interview, and decision in a timely and respectful manner. 

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• Extract insights/iterate- ADAPT or prioritize based on market feedback, interviews, turn downs, and reassess. 

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• User Experience interview style- Use data and insights to  open a role to a wider spectrum. 

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• Go Fast- Limit any unnecessary steps. make a decision on abilities long term vs short term learning curve.

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reflect

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• Go Further analysis- Most companies are Not reflective on hiring beyond the stats and metrics.

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• time is Money- Understand the total cost of your search and reduce time with future searches.

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• silver medalist candidates-  build a avenue to streamline future consideration and job creation. 

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• Service is key- your interview process is a view into the decision making process at your company. A approach with honesty, transparency, and respect will build fans even in rejection. 

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• Create a job- found someone great but not for this role. Give them an option other than NO!!! People and their timing can be tough to recapture.

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• candidate reviews-  Candidate insight is often cookie cutter forms and gets overlooked. Capture their thoughts, feelings, at each stage.  

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• Continuous Improvements- better sourcing saves money.

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