Our unique hybrid blend of 'old-school' outbound executive search and 'new-school' digital strategies ensure that every top-performer that matters is aligned with your opportunity.
Understanding the need:
UNDERSTANDING THE ORGANIZATION
THE OUTPUT – A DEEP & COMMON UNDERSTANDING OF THE NEED
The qualities of the right person for the position are collectively agreed on. The strengths and weaknesses of the team, the company’s market position, including its short- and long-term goals are known and understood from the perspective of the role being filled.
It’s not enough to entice candidates with money; the best ones are already well paid. Attracting and landing talent requires more than an open checkbook. It necessitates using a deliberate process to create interest and draw the talent to the opportunity, a process that lets the company subtly connect with prospects on both a logical and emotional level.
PACKAGING (THE HIRING ORGANIZATION’S) CAUSE
INTERVIEW GUIDE DEVELOPMENT
THE OUTPUT – THE HIRING BLUEPRINT
Step 1 & 2 will provide us with a Hiring Blueprint. It makes clear everyone’s role in converting prospects to candidates. It articulates the strategy and process that will be used to attract, evaluate, and land talent.
How you find someone who isn’t actively looking for work and get them to raise a hand and say, “Here I am!”, while simultaneously assessing their fit, is an art. Attracting the best requires a recruiting campaign custom-tailored to each prospect. Assessing a candidate’s value system, prior achievements, leadership qualities, and fit to the role being offered as well as engaging their interest is our specialty and where we shine.
TALENT SEARCH – LOCATING TALENT
THE OUTPUT – LIST OF TALENT WHO WANT THE JOB
From the very first contact, our recruiting process strikes the right note with prospects. The process successfully results in a shortlist of talented candidates who are not only qualified but now want the role.
The deal-making process starts at the first contact. By subtly approaching the offer early in the recruiting process, stumbling blocks and even deal-damaging issues are identified and dealt with well before a formal offer is made. Shaping an acceptable offer requires floating trial balloons throughout the process.
THE OUTPUT – AN EXCITED NEW TEAM MEMBER
Our recruitment process considers the whole person: the heart, the head, and what motivates each. It delivers a candidate who feels a personal connection to both the organization’s desired future and the team she or he will be part of. Our recruitment process delivers more than talent. It delivers a killer competitive advantage.
Retaining top talent is no small feat. Competition for the best and brightest is fierce. After all the effort and expense of acquiring a top performer, the last thing the hiring organization wants is for the new hire to abandon them for another suitor! When it comes down to it, the most important thing the organization can do to keep suitors at bay is to honor all the promises made to the new hire while courting them — even the ones that weren’t documented. To help our clients retain their new team members we have outlined key onboarding standards below.
ESTABLISHING METRICS & FEEDBACK PROCESS
THE OUTPUT – A STAGE SET FOR SUCCESS
The organization has a new team member who is in step with the organization’s goals and objectives. The new hire has a plan that enables him or her to start contributing almost immediately, forgoing much of the time that would normally be used to ramp up. As well, the new hire has a set of metrics that will keep them focused and running hard.The organization has a one-year plan for regular interventions with the new employee to ensure she or he is, on day 365 in the job, just as energized by the organization’s vision and goals as they were on their first day.
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