All successful RPO solutions begin with an enhanced process. We analyze your current recruitment process, systematically uncovering strengths and weaknesses, while identifying opportunities for improvement and potential threats to the program's overall integrity. Using this information, we develop an improved process with palpable efficiencies, consistently monitoring the program for continuous improvement. Greater efficiencies mean faster hires, improved candidate quality, and cost savings for the client.

We offer a robust, customized ATS to reflect your company's recruitment process and capture every activity within the candidate lifecycle. ATS may include automated activities, granular reporting, such as pipeline, EEOC, and more. ATS integrates with job boards and career centers. Custom extensions may include hiring manager portals, with the ability to view candidate funnels and reporting.

We adopt your branding throughout each stage of recruitment to create a transparent experience for the candidate, creating a seamless transition from candidate to employee.

As an extension of recruitment branding, we plan, execute, and manage a variety of recruitment events (including college, military/veteran, and diversity) across the country. We also host Open House events, pre-qualifying and scheduling candidates for in-person interviews—decreasing no-show ratios and increasing candidate quality.

Because we find the highest quality and most engaged candidates by proactively sourcing and networking in various resume databases and social networks, we help clients save 50-60% on job posting expenses.

These interactive brand extensions augment recruitment branding efforts by increasing discoverability, driving user engagement, and expanding candidate pools. Career Centers fully integrate with ATS, eliminating cumbersome application processes and capturing valuable metrics.

We mine active and passive candidate pools across a variety of sources, while designing a customized strategy to reflect unique market qualities and target ideal candidate profiles. Our recruiters conduct initial pre-screenings to determine that candidates meet the minimum qualifications.

In-depth behavioral interviews determine candidate fit for the role and corporate culture. Detailed interview documents are forwarded to hiring managers upon successful Recruiter interview prior to Hiring Manager interview.

We work directly with Hiring Managers to establish a calendar for in-person interviews, as well as scheduling, confirming, and preparing candidates for interviews. Immediately following the interview, the Recruiter debriefs the Hiring Manager and the candidate to determine whether there is a fit, and next steps within the process. Hiring Managers receive detailed interview documents and resumes to aid decision-making.

We offer the flexibility of recommending a validated candidate assessment provider to you, or working with your preferred vendor. Our ATS is able to integrate with a range of providers, automating assessment processes, monitoring compliance, and driving efficiencies.

We offer a dedicated shared services team to monitor candidate background checks, identify issues, and help expedite the process, greatly reducing cycle times. Ability for ATS to capture application information, generate and submit background check upon candidate authorization.

We work closely with your HR team to ensure that accurate and timely offer letters and benefits packages are mailed to your pending new hire. Once offer letters are signed, we facilitate the background check process, and confirm start dates.

We create and administer employee post-hire surveys, and provide detailed reporting to aid retention efforts. Client surveys to ensure continued high level of service.

Because we capture every activity throughout the entire recruitment process—from the first point of contact with the candidate through hire—we're able to generate accurate metrics to measure the program's success, and implement process improvements as necessary. Our consistent recruitment process, coupled with robust reporting, helps ensure compliance through each stage of the hiring cycle. Some of our reports include:

• Cycle times
• Turnover ratios
• Cost per Hire
• Conversion rates (e.g., Interview to Start, Background Check to Start, and more)
• EEO reporting
• OFCCP compliance
• Term reports