Check out our 5 step guide to sourcing candidates in 2015. 

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This solution bares our brand for one simple reason...it's our process.  We realized, thanks to an incredible client, that our process in and of itself is really valuable.  With this option PeopleOps comes along side staffing leadership to help craft ultra-targeted and effective talent acquisition campaigns completely behind the scenes.  We do all the heavy lifting and your team gets the results. 

Here is how it works:

We develop ultra targeted databases of candidates complete with direct email/contact info

We develop and prepare fully customized messaging for calibrated candidates that your recruiters or hiring managers can send directly from them in a few minutes.  Saving them countless hours of work while maximizing your company's response rate. 

We develop curated search strings, deep competitor target lists, all shared via Google Docs or Basecamp.  

Your company will work with a dedicated Project Manager.  

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Sourcing, Assessment & Interview Process

 

Option 1 - Passive Candidates we have emailed/contacted directly

 

  1. Email messaging created by Hiring Manager & PeopleOps (both direct from HM and LinkedIn Version):

  2. Recruiter sources candidates and documents prospects in Google Docs. 

  3. Calibrate with Hiring Manager & Sourcers on candidates and track throughout the process on the Goolge Doc.   When it comes to phone screen/informational interview (where a candidate moves from prospect to active), add prospect as active in ATS and document in sourcing database.

  4. Email sent out by Hiring Manager for those we have personal emails.  For those we do not have personal emails Sourcer will create a template and send this message from a LinkedIn Recruiter account on behalf of Hiring Manager/HM Proxy

  5. Scheduling:  Follow Informational Interview and Focus Areas (table provided during client on-boarding/ recruiting strategy sessino)

  6. Pre-roundtable (Recruiting coordinator will have JD and resume)

  7. Onsite interviews - Scheduling:  Follow Full onsite interview and Focus Areas (table to be provided)

  8. Post-roundtable

  9. References

  10. Offer:  Offer Strategy/Process Recap 


 

 

Option 2 - Candidates who have already applied or are referred

 

  1. Resume screen by: HM/Recruiter to calibrate/rate and

  2. Scheduling:  Follow Informational Interview and Focus Areas (table to be provided)

  3. Pre-roundtable (Recruiting coordinator will have JD and resume)

  4. Onsite interviews - Scheduling:  Follow Full onsite interview and Focus Areas (table to be provided)

  5. Post-roundtable

  6. References

  7. Offer:  Offer Strategy/Process Recap 

 

Option 3 - Executive Search

 

  1. PeopleOps reviews JD and screens - provides you with several resume- client will look at submittals and compare to our sourcing/prospects database and communicate back on any duplicates where we have already reached out.

  2. Resume screen by: HM/Recruiter to calibrate/rate

  3. Scheduling:  Follow Informational Interview and Focus Areas (table to be provided)

  4. Pre-roundtable (Recruiting coordinator will have JD and resume)

  5. Onsite interviews - Scheduling:  Follow Full onsite interview and Focus Areas (table below)

  6. Post-roundtable

  7. References

  8. Offer:  Offer Strategy/Process Recap