Tag Archives: talent search


 

 

 

When you consider your options to hire new staff or find a candidate for a hard-to-fill position, it is wise to consider a third-party search consultant. What is a search consultant? At Leap Solutions Group, our search team is made up of experienced, career-long search consultants and recruiter professionals that help your company fill critical staffing needs. As an Executive Search Consultant, our team is an extension of your organization to find the best-fit candidates for your critical management positions. What is the value and benefit of working with a search consultant to find your next leaders and specialty employees? Let us take a look.

 

An internal hiring manager may be able to devote a portion of their days to search for the ideal candidates; however, with the many positions to fill, there may not be enough time or resources for a comprehensive, complex search for a key management position. To ensure finding the right person, third-party firms spend their time engaging with candidates, building their network of talent, actively sourcing, and researching the industry hiring trends. This building of the talent pipeline is core to what the Leap team does each day. On the other hand, a company hiring manager generally does not have the time to build a pipeline or cast a large net in the industry to find viable candidates. They can passively recruit and hope strong candidates come to them via the company careers page or from a posting on a job board. Their time is focused on the current role they are trying to fill. Building a pipeline can be difficult to do if you do not have a current opening. And most top candidates do not want to talk to hiring managers unless they have a current opening.

 

 

At the heart of the third-party search consulting firm is the database we continually build with a pipeline of qualified candidates. We foster relationships to build a strong network for use when the next opportunity strikes. A candidate’s profile will show up in our database search, and they may also come to mind based on previous interactions and the client’s current needs. We market the candidates to our client and test for cultural fit and relevance to the open position. With a solid understanding of both the client and the candidates’ offerings, we are able to make a timely introduction to the client and a potential candidate match.

 

Rather than posting a position and praying for applicants, successful third-party search consultants, in addition to their talent pipelines, have a cadre of passive candidates to explore for the client’s needs. Successful recruiters reach out to passive candidates, who often make the best candidate as they are currently in a position. These established relationships yield potential candidates and provide referral sources to colleagues and professional connections. The passive network brings active candidates to share with the client and allows third-party search consultants to be ready to find the right candidate for the role and move the candidates into the recruiting process. Statistically, a passive candidate is more likely to be highly qualified and does not need to seek a new position to improve their skill set or competencies. Recruiting passive candidates at Leap Solutions is a way of life. Since they are employed and not actively seeking a change, they seem to be more open about their career goals and typically, we move them to become more engaged in the process.

 

 

As your search partner, we inform and help candidates learn about why your company is a great opportunity. Key data points that you provide to us are shared with candidates, and this helps build enthusiasm for the position. As your representative, we consult with you as to why this candidate is the right one for you in this market.

 

We help you reality-check your requirements, timelines, compensation, and decision process by leveraging our strong understanding of both the recruitment process and the recruitment market. When competing for candidates, we make sense of what is going on in the market and realize how quickly candidates are snapped up as well as how fast other companies are making hire decisions. We dig deeper with candidates to know why they want a new role and when they are ready to make a move.

 

In both the short-term and long run, utilizing a third-party search consultant saves you time and money. Companies often receive hundreds of applications, and a search consultant is ready to sift through, sort, connect with, contact, and screen the right candidates for you. We conduct background and reference checks to ensure the candidate representations are accurate. We reconcile the candidates that not only look good on paper but are the right fit for you. The bottom line, we efficiently and effectively seek the right candidates to ensure your investment in a search consultant yields the ideal employee.

 

 

 

 

 

Are You Ready to Leap?

 

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Leap Solutions is a diverse group of highly skilled management, organizational development, and human resources, and executive search and recruitment professionals who have spent decades doing what we feel passionate about helping you feel passionate about what you do. Our HR specialists can help you get a handle on the ever-changing COVID-19 guidelines, programs, and legislation that may impact you and your employees. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

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What are the actions in your plan when no one seems to be applying? All successful recruiting strategies have one critical element among them – they all have a plan.

 

Introduction

All successful recruiting strategies have one critical element among them – they all have a plan. At Leap Solutions, we customize a plan for every recruitment.  It would be simple to post an opportunity and then sit back and wait for all the applicants to flow in…. but we all know in this job market that will not lead to success.

What are the actions in your plan when no one seems to be applying, applicants are non-responsive, candidates are reevaluating work/life balance, and others are voicing concerns about returning to an unknown future?

Recruiting Strategies

Here are a few basic steps to structure the components of your plan:

  1. Treat candidates like customers by nurturing them.
  2. Improve the candidate experience through proactive communication from start to finish.
  3. Take time to brand your company. This is an excellent passive recruitment sourcing strategy. Use social media – Facebook, LinkedIn, Instagram, Twitter – to post positions and engage with candidates. Passive recruitment targets potential candidates who aren’t necessarily looking for a new role, but become enticed to apply based on your company website and social media branding.
  4. Implement an employee referral program. Employee referrals can reduce your time to hire, improve your quality of hire and increase your retention rate.
  5. Engage passive candidates. These are candidates who aren’t necessarily looking but can be found without posting traditional ads.
  6. Include past applicants and past employees as potential candidates. Use the talent pipeline you worked hard to build the first time around.

    Create compelling job postings.

    a. Showcase dynamic summaries that get candidates excited about the role.

    b. Ask and answer – “How does the position fit into the organization?”

    c. Highlight your values and culture, which can be your most important asset.

    d. Design jobs with realistic requirements

    e. Touch on succession and/or career development opportunities – topics at the top of a candidate’s list when looking
    for a new role.

  7. Source via hiring events including in-person and online events; job fairs, venue rentals, and virtual events. Don’t forget to advertise these events via posting ads, newsletters, and your website.
  8. Source laid-off workers. It’s important to gain an understanding of why these workers are hesitant about the future. Today’s candidates are focused on work/life balance, offering flexible working conditions, mental wellness, and desire transparency when it comes to potential salaries.
  9. Focus on financial and physical wellness, and company culture, offer honesty and transparency throughout the hiring process. Candidates often turn down offers based on the company culture. They might initially take the offer, but continue to search for new opportunities.

 

Are You Ready to Leap?

 

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Leap Solutions is a diverse group of highly skilled management professionals serving our clients with their organizational development, human resources, and executive search and recruitment needs. We have spent decades doing what we feel passionate about helping you feel passionate about what you do. With the ever-changing COVID-19 response, our HR specialists can help you get a handle on the guidelines, programs, and legislation that may impact you and your employees. Through all of our services, we are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

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