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Your next great hire starts here.

Access to the talent you need at the time and price that’s right for you. Procom Talent can help.

Contract Staffing

Whether you are experienced in hiring contractors or considering it for the first time, Procom will help you access the best available talent at the time and place you need.

Temp to Perm

Sometimes the circumstances dictate that you aren't able to add a permanent headcount, however you have a great candidate that you'd like to hire. 

Direct Hire

Finding great talent is about more than just posting a job. Let Procom help you find a candidate that has all the right skills and fits in with your organization.

Statement of Work

Gain access to a network of highly skilled, professionals who can help you deliver on your projects when you are short on bandwidth or internal expertise. 

Wendy Kennah

Director of Recruiting
Procom Talent

Why Procom?

Find out why Procom is chosen by
leading organizations across North America.

Top traits employers need in a 2020 candidate

The future of work isn't so far away anymore - in fact, we're already working in it.  Disruptive changes to business have created a profound impact on the employment landscape. While organizations on a global scale have been bracing to meet the significant opportunities and challenges incited by globalization, technological progress and shifts in demographics, talent leaders are also re-examining the people and skills required to meet the demands of our ever changing work world. 

Talent Acquisition

Candidates are ghosting: Are you doing enough to keep them engaged?

Ghosting is a thing. And employers are experiencing what it’s like being broken up with via radio silence.

The millennial coined phrase, the practice of ending a personal relationship with someone by suddenly and without explanation withdrawing from all communication, has transcended the dating world. So much so that economists at the Federal Reserve have also noticed, recently adding the term to its Summary of Commentary on Current Economic Conditions, and officially making “ghosting at work” a U.S. workforce trend.

Talent Acquisition

Guide to designing a high impact talent acquisition strategy

For over two decades, the ‘war for talent’ is still making headlines—ever since Steve Hankin coined the term in 1997 and McKinsey wrote the book by the same name. Yet, more than 20 years later, the fight for skilled contingent workers wages as competitive as ever. Because it’s getting harder to win. 

With current low employment rates, supply is down and demand is up, driving both enterprise-level organizations and small businesses to compete for workers qualified to fill skill gaps created by emerging technologies, shifts in employment attitudes, lower project costs and educational gaps. And hiring strategies that worked years ago aren’t as effective in today’s gig economy.

Deloitte reports organizations that can effectively recruit and retain talent see 18 per cent higher revenues and 13 per cent higher profitibility over those that aren't as adept. And when contingent workers are expected to make up 43 per cent -- or almost half-- of the U.S. workforce by 2020, it’s more important now than ever to have an effective strategy to engage these types of niche workers. A successful recruitment program recognizes that hiring is more than just filling positions.   Here’s how to design an effective high-impact talent acquisition strategy that finds the right fit for your contingent worker needs.

Talent Acquisition

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Direct Sourcing

A practical plan to help you reduce your costs through Direct Sourcing.

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Customer Success Stories

“Excellent service, very timely response time, quality candidates and outstanding support.”

K.M.
Global Professional Services Firm

“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “

 

L.R.
National Telecommunications Provider

“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“ 

Z.N.
Leading Financial Services Institution

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