The talent you want isn't easy to find.

Take the stress out of hiring your next team member with the support of an experienced recruitment professional.

Direct Hire

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Finding and hiring the talent you need is not a simple exercise. For permanent hires, the talent that you want is often currently in a full-time role somewhere else and likely not actively looking for another role. Having a sound strategy that you can use to go to market with your job requirement is an important step in the recruitment process. Working with an experienced recruiting partner can help you save valuable time in the process and allow you to focus on your other responsibilities.

Access talent that is outside of your network.

One of the benefits of working with a staffing agency is that they have built a network of candidates from the work that they have completed on other jobs. Working with a capable staffing partner can ensure that your opportunity gets maximum exposure to the talent you’re interested in.

A partner that is an extension of your brand.

It’s important to choose a recruiting partner who understands the significance of the hiring process from a candidate’s perspective and how the small details help to differentiate your organization.

Know what you are up against.

In an ever-changing talent market, it is important to have accurate and up to date information on what are up against when it comes to attracting and retaining the best talent.  Let us help you throughout the recruiting process to ensure you have the right strategy in place.

“..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. - Client from a Leading Financial Institution

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Luke Morrison

Direct Hire Expert

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What is
Direct Sourcing?

What is Direct Sourcing?

Not quite ready to start?

Whether it’s your first time hiring through a staffing agency or you need some more information prior to starting the hiring process, we are here to help

Connect with one of our direct hire experts with any questions you have. We are always happy to share our insights and the best part is that there is no obligation on your part.

Top talent traits employers should be looking for

Hiring the right full-time fit or contingent resource is one of the most critical components to an organization’s success. When the cost of a bad hire is estimated at 33 per cent of an employee’s first year salary, recruiters and hiring managers play a valuable role in sourcing and securing talent.

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. Whether it's the tight labour market or a shift in social skills, a recent study by research firm Clutch finds 41 per cent of candidates think it's reasonable to not show up for interviews,  ignore offers or just not show up to work. Although employers can’t control the actions of potential hires, they can, however, use tactics that position themselves as the most attractive opportunity. 

Here’s how your organization can improve the candidate experience and make your offer the one skilled workers won't go ghost on.


1. Be honest about the job role 
If your organization isn't a household name, clicking on your job opening is most likely a candidate's first interaction with your company. It's critical that job descriptions accurately reflect the job duties, expectations and company culture, as it's common for candidates who ghost to do so because the interview didn't live up to the job as advertised (the same study found 20 per cent of respondents ghosted an opportunity because the job "wasn't a match.") 


 2. Mirror your own expectations
Communicate! Recruiters and hiring managers agree that the best candidates are experienced, responsive, flexible and transparent in where they are in their job search. To engage talent, hiring teams need to mirror their own expectations. This means being knowledgeable about the role and organization, returning emails and phone calls in a timely manner, being sometimes available outside of work hours and being up front about when another candidate has been offered the position they interviewed for. 


3. Build relationships from the beginning 
Among those who believe ghosting is acceptable, over half (48 per cent) say it’s best to disappear during the early stages of the interview process. Yet, recruiters and managers can mitigate this risk by building  personal relationships from the very beginning. A humanized approach that's specific to a candidate's unique needs can create the type of environment that makes him/her feel comfortable about extending professional courtesies--regardless of how awkward the conversation may be.


4. Keep adding personal touches along the way 
A successful hiring team will court its candidates. In the current environment, where workers are applying to fewer jobs and passive candidates account for 70 per cent of job seekers, organizations need to work harder to attract their attention, and that means getting personal in their approach-with thoughtful touches.

For active job seekers who are applying to multiple opportunities, these candidates want to ensure the organizations they're applying to want them just as much as they want to work there. And there are simple ways to demonstrate your eagerness to hire.

When filling senior level positions, for example, and the candidate will need to relocate, you can offer an introduction to a local real estate agency or arrange a personal tour around the best parts of town. For more junior level roles, a simple phone call or email with a personalized introduction from a member of the management team or a team leader could make all the difference over a competing offer with a less personalized approach. 


5. Have a short (but thorough) hiring process 
According to Clutch, the number one reason why candidates go ghost is because they found another job (30 per cent). Organizations that required too many interviews are losing potential hires to other opportunities before their interview stages are completed.

To keep candidates interested, hiring teams need to streamline their recruitment processes by limiting the number of interviews and adopting a more agile approach favoured by startups ( that, typically, will have an offer extended within two weeks). Competitive organizations will condense their interview stage to three to four interviews. 


5. Monitor your employer branding
Negative employer branding makes it all the more difficult for organizations to hire top talent, with 55 per cent of job seekers abandoning an application after reading a negative company review online. Yet, less than half (45 per cent) of employers are even monitoring these reviews. Websites like Glassdoor allow current and previous employees to anonymously leave reviews about an organization on things like interview process, culture and values, work/life balance, senior management, compensation and benefits, and career opportunities. It's important that organizations have a dedicated monitor who will review these sites and address any negative input. The appointed monitor should also provide insights into how the organization will address the concern(s). If you've successfully taken the steps to resolve issues, data about trends in your improved reviews will be visible. 

If your organization is often experiencing negative reviews or problems with social media, it may be useful to engage a 3rd party online reputation management firm to help improve your online presence.


6. Be aware of what's considered a competitive offer- and beat the competition
It isn't all about the money, but when it is, is your rate card updated to reflect the current market? Use your hiring data to establish benchmarks on what you pay for specific roles-- because top talent will know their worth.  

When it comes to making an offer, it's critical to get an understanding of what’s important to your candidate by asking yourself, “What do they hope to gain out of the role, and where is the balance between what they’re looking for and the expected rate?” 

What makes your offer more attractive than competing opportunities? Compensation packages also need to consider non-monetary motivators. Unique benefits and incentives could include things like remote work options, a flexible work schedule, exciting project work, career growth or the use of new technologies.


4. Set the start date as soon as possible 
Although job seekers believe ghosting is less acceptable as the hiring stage progresses, 9 per cent of respondents to Clutch's poll would still disappear after they've accepted a job offer. Be aware of your hiring timelines and try to have your new worker start as soon as possible. If your start date is set for two weeks out, for example, your new hire may be contacted with another timelier opportunity in the interim.

The oft maligned millennials can't be solely responsible for ghosting in the workplace, as employers have, unfortunately, been doing the same for years-- falling out of touch with candidates as soon as a better one was found-- but burning bridges is dangerous for all parties concerned.

How is your organization keeping in touch with talent? Learn how a Direct Sourcing program with a trusted partner can help you stay connected to qualified candidates with our Free Guide: What is Direct Sourcing?

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.


1. Job descriptions: Write job descriptions that attract the right candidates
Crafting compelling job descriptions is an organization's first step in marketing their company and position to a future hire. And with job boards like Indeed listing over 20 million jobs, yours needs to stand out to have a competitive advantage. Go beyond core qualifications: A great job description will list the must haves and nice to have skills, desired industry experience and level of education, but remember that candidates need compelling reasons to leave their current workplace or choose your job over another opportunity. Aside from what you’re looking for, what can your organization offer? Describe benefits and perks that come with the position, like skills that will be learned on the job, new technologies that will be used, growth opportunities, location and flexible work or remote work options. 

Use traditional titles: Non-traditional job titles like "ninja," "rock star," and "bad ass" can not only confuse an ATS and significantly lessen your talent pool, they're also potentially discriminatory. Studies show that when listed in job descriptions, these words are major deterrents for women job seekers.

Talent Acquisition

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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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