Why Our Targeted Recruitment Protocol Works
Part one of our five part series about our strategic talent optimization process
If you’re a senior hiring manager for a B2B software or tech company, chances are your biggest challenge is finding talented employees. Without the right staff it can seriously hinder your ability to deliver projects on time and on budget. To try and keep the project on track senior hiring managers often find themselves spending countless hours reviewing applications and interviewing potential candidates only to lose them. We call this the hiring hamster wheel.
To help senior hiring managers break this frustrating cycle we have spent the past two decades fine tuning our five-pillar strategic optimization process.
The first pillar of this process is called the Targeted Recruitment Protocol.
The Targeted Recruitment Protocol might sound fancy, but essentially it involves setting up an intake call to truly understand our client’s labour needs. This call usually takes about 15 or 20 minutes and allows us to discuss our client’s job description so we know exactly what they’re looking for. It’s also an opportunity for us to talk about the soft skills their team is looking for or the soft skills their team may be missing.
By having this short conversation it helps us to get a better understanding about the type of employee they are looking for so when we begin to contact potential candidates we can preemptively weed out people that aren’t a good fit.
By using our Targeted Recruitment Protocol we typically send 2.3 candidates per position resulting in 1.8 interviews. This not only helps to dramatically reduce the amount of time a hiring manager needs to spend reviewing resumes and conducting interviews, it also leads to better quality candidates.
The main reason we are so successful at finding top talent is because our initial intake call allows us to narrow down the skills that are critical to our client. This helps because in most cases a job description can include a wish list of qualifications that their ideal candidate would possess. While it’s great to aim high, in reality that candidate likely doesn’t exist.
When we have our initial intake call with our client we go through their job description line-by-line to find out which skills are critical for the job and which skills are nice to haves. With this information it makes it easier for us to find a few potential candidates that have the critical skills our client is looking for while meeting 70 to 80 percent of the remaining qualifications.
On top of this, by understanding our clients needs we are also more successful at selling the job opportunity to potential candidates. This helps to improve the chances that the candidate will accept the job because in most cases we can answer a lot of the questions they might have before they even do the interview.
If you are a senior hiring manager that spends countless hours trying to attract and retain employees we are here to help. Our five-pillar strategic optimization process can drastically reduce the amount of time and energy you waste on recruiting employees and help ensure your project is delivered on time and on budget.
Please don’t hesitate to contact us today to see how we can help your next AI project succeed.
Martin Lavoie is Vice President, Sales and Finance at Experience AI Solutions. With over 18 years in the Information Technology talent industry plus 10 years in network management, Martin manages client initiatives for our networked team of Account Managers. As founder of the company, he has been instrumental in growing Experience’s account base; helping hundreds of valued clients increase their project proficiencies.