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| Recruitment Process Outsourcing |
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| In any business situation recruitment is a specialized activity ? expensive and time consuming. Therefore it is strategic to outsource this to a firm with a history of success with this model. Talent Gurus, an end-to-end recruitment process-outsourcing provider, helps organizations build their talent acquisition/recruiting function into a competitive advantage to meet business goals. |
| "We are very pleased with the outcome of using the Recruiting services of Talent Gurus, who were selected after considering other players in the market place. The recruiters we have worked with have been very productive and are always eager to learn how they can improve their productivity. Talent Gurus continues to be extremely responsive to our needs and I would highly recommend their RPO (Recruiting Process Outsourcing) Services, which has proved to be a cost effective solution to Solomon Case for more than a year." |
| Stan Marts, Managing Director
Solomon Case
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| Sourcing & Candidate Information Gathering Process |
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Finding suitable candidates via 24/7 access to a vast number of job portals as well as advanced Google/Internet, User/Skill Groups search methodologies |
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Creating and maintaining a pipeline of ?career shopping? candidates based on their interests as well as career goals and objectives |
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Offering Clients C-level candidate lead generation using innovative technologies that ensure up-to-date, qualified executive talent at various levels |
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Using Public sources to find and develop information about Client competitors and relevant market environment |
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Providing Clients a cost-saving method to source and effectively staff decision-making positions with individuals that will strengthen their business competence |
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Using an analytical hypothesis-based approach with well trained research staff adept at: |
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Defining search area and criteria |
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Locating candidates' current contact information, efficiently and ethically |
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Converting this candidate information into intelligence, capable of use in business decision-making |
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A survey by Outward Insights reports that majority of the Fortune 500 firms (for e.g. BOA, IBM, Toyota, Motor Credit, JP Morgan Chase, and Citigroup) rely heavily on competitive intelligence. We rely on similar methodology to ensure that we speak to both ?active? as well as ?passive? candidates. |
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| Recruiting Process |
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Providing extensively trained Recruiters well versed in: US Business and Corporate Culture, Basic & Advanced Recruiting Techniques, usage of Internal Database, Planning & Time Management |
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Completion of the full recruiting process by these trained Recruiters: |
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Initial screening, both technical & soft skills via a detailed phone interview which ensures the suitability of candidates to the requirements, both in terms of technical skills as well as other aspects such as behavioral, commute etc. |
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Negotiating rates and closing candidates within the rate ranges specified by the Client |
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Submitting formatted resumes with meaningful ?Executive Summaries? to Clients. These summaries capture and highlight candidate's fit for the job and serve as quick ?Cliff Notes? to the Client hiring manager |
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Setting up Client Interviews and coordinating between candidate and Client for the various levels of interviews; may include a phone as well as in-person interview |
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Checking references and confirming start at Client site |
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© 2008 Talent Gurus. All Rights Reserved |
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