Recruitment Process Consulting
So much technology, so many tools and so little time and resources to manage it all.
There are now thousands of job sites, online social networking, blogging and micro-blogging, mobile phone marketing,
TXT messaging and an abundance of mining tools and techniques. Not mention the usual cast of traditional suspects -
your own ATS candidate database, job fairs, print ads, employee referral programs, career page traffic and more.
It's daunting and overwhelming to say the least.
CenterPoint can help make sense of it all.
At CenterPoint, we are recruiting tool geeks who eat, sleep and breath this stuff. We constantly keep ourselves on
the forefront of the tools, site, technologies and techniques so you don't have to. Based on your organizations
unique needs, we customize programs with just the right blend and balance to fit your volume, budget, team resources,
time and urgency.
We can provide answers and solutions to questions on any of these service components...
Staffing Function Operation, Vendor Management and Resources
- What's the optimal workflow our entire Recruiting team should follow consistently?
- Which tools and technology are best suited for our needs?
- When do we go outside to use search firms and why? Are we paying too much and can these fees be avoided?
- Do we have our own consistent standard search agreement and approved vendor list?
- Do we have a formal, consistent and "service oriented" approach to engage our customers?
- Do we follow a time effective agenda and provide an SLA (Service Level Agreement) based on deliverables?
- Do we review resources to be utilized and expectations on candidate delivery?
- Do we truly take the time to solicit our hiring managers needs to provide optimal screening and market the position in the most compelling and attractive light?
- Are we prepared operationally for a sudden high volume surge in hiring?
- Can we respond quick enough to satisfy the deliverables of a business unit growth spurt?
- Do we have the right mix of aptitude to support niche disciplines (IT growth, Sales team expansion, Finance experts)?
- What's our average cost-per-hire and time-to-fill?
- Do we break these up by major job groups and measure against industry benchmarks?
- Do we measure hires-by-source and estimate the ROI for each?
- Do we measure the service levels of our team and function by surveying our customers?
- How is our involuntary turnover in the first year of employment and could we have done a better job on screening and selection to reduce this?
- Should we install an ATS (Applicant Tracking System) to help us manage our candidate process and pool?
- We have an ATS, but are we leveraging all the features to get the best benefit and return on our investment?
- Shouldn't our ATS account for some of the hires we make and our we "mining" and managing this valuable pool of candidates to the best of our abilities?
- Does our recruiting function already have it's own dedicated budget to help us monitor the true cost of recruitment?
- With all these resources, how do we divvy up our recruiting funds and where should we spend the most?
- Why is Monster and Careerbuilder so expensive...are we getting the best bang for our buck?
- Does our recruiting team possess the right mix of skills and expertise?
- Do we have the right ratio of recruiters per recruiting volume? When do we go outside to use search firms and why?
- Do we have provide the recruiting team with the right mix of support and support roles so the recruiters have the time to provide the right level of customer support?
© 2009 CenterPoint Consulting