Nuvenis Finance


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Nuvenis Company Overview

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  • Consider moving to after 7 steps – also take these one step further to real benefits – why are passive candidates better for them?
  • May add in here that you try to understand candidate’s motivation to move and needs to make sure it’s a good long term fit for both parties
  • Pitch NOS?
  • Highlight that debriefs happen after each interview because interest levels can change after meetings or depending on activity of candidate in market
  • Maybe highlight that we’ll do any checks they want, upon request
  • Maybe throw out verbally the industry average order to fill 6:1, interview to fill 4:1, offer to fill 3:1 is my guess from Maxim, Ajilon stats by memory
  • Customized recruitment strategyHow about honesty? HR eats it up = we will tell if challenge with search, estimate time of search, challenges, etc.
  • Nuvenis Finance

    1. 1. Building Relationships is Our Strength<br />
    2. 2. Outline<br />Company Overview<br />Sourcing, Screening, and Tactics<br />Performance Metrics<br />
    3. 3. Outline <br />Geographical Coverage <br />Guarantee<br />
    4. 4. Company Overview<br />Years in Business <br />October 2006 <br />Experience <br />25 years combine experience recruiting Accounting/Finance<br />
    5. 5. Company Overview<br />Area of Speciality<br /> Accounting & Finance, Permanent, Contract, and Interim Placements<br />Target Industries<br />Consumer Packaged Goods<br />Pharmaceutical/Healthcare<br />Consumer Products<br />
    6. 6. Company Overview <br />Points of Difference<br /><ul><li>Targeted Recruiting = Candidates who understand your industry
    7. 7. High Quality Talent = Candidates who have a proven track record of innovation, accomplishments, and career growth
    8. 8. Honesty/Transparency = Expectations are managed
    9. 9. Long-Term Relationship = We learn your organizational, and departmental “fit” saving you time and improving overall organizational performance</li></li></ul><li>Sourcing, Screening, and Tactics<br />“How do we source top-tier Candidates?”<br />“How do we screen candidates to ensure they are top-tier talent?”<br />“What tactics do we utilize to find talented professionals for hard to fill roles?”<br />
    10. 10. Sourcing Practices<br />
    11. 11. Sourcing Practices<br />Database<br />Candidates we have interviewed<br />Candidates phone screened<br />Resumes received, but not contacted<br />Networking<br />Ask existing candidates for referrals.<br />Ask contacts in our database for referrals<br />Ask whomever we are speaking to for referrals<br />
    12. 12. Sourcing Practices<br />Direct Recruiting<br />Proactive recruiting activities<br />Industry Specific or Similar Industries<br />Focused finding candidates who meet the key hiring criteria<br />Passive candidates who are looking for a career enhancing opportunity<br />
    13. 13. Direct Recruiting: Passive Candidates<br />Approximately 17% of the workforce is active in their job search. The remaining 83% of the workforce are passive candidates<br />Many companies lack the infrastructure to engage passive candidates.<br />To maintain a competitive advantage, organizations must have a recruitment strategy that engages passive candidates. <br />
    14. 14. Direct Recruiting: Passive Candidate <br />There are three advantages to hiring passive candidates:<br />1. Passive candidates represent the majority of talent in the workforce: There are 4 times as many passive candidates compared to active candidates. <br /> <br />2. Passive candidates generally represent a higher caliber of talent: Passive candidates are actively employed and contributing to the success of their employer.<br /> <br />3. Passive candidates have a higher Return On Investment: Passive candidates tend to change jobs every 5-7 years. Active candidates tend to change jobs every 2-3 years. <br />
    15. 15. The 4% Rule<br />
    16. 16. Screening Methodology<br />7 Step Screening Process <br />Passive Candidates<br />High Quality Candidates<br />Reduces Duplication<br />Generates Predictable Results<br />
    17. 17. Screening Methodology <br />Step 1: Contact 100 prospective candidates or candidate referrals<br />Database<br />Network<br />Direct Recruiting<br />
    18. 18. Screening Methodology<br />Step 2: Face-to-Face Interview of the top 10 candidates<br />Candidates motivation to determine long-term fit<br />Focus on key KSA’s<br />Behavioural Based Interview<br />Comparative Analysis of each candidate<br />
    19. 19. Screening Methodology<br />Step 3: Submit Top 4 Candidates to Interview with the Client<br />Calibration Candidate (when possible)<br />Step 4: Candidate & Client Briefing<br />Step 5: The Interview<br />
    20. 20. Screening Methodology<br />Step 6: Debrief Candidate and Client<br />Occurs after each interview to manage the client and candidates expectations and interest levels<br />Allows us to be proactive with the client to reduce the chances of surprises at the offer stage<br />Predict the likelihood of the client extending the offer and the candidate accepting the offer<br />
    21. 21. Screening Methodology<br />Candidate must answer YES to all three questions<br /><ul><li>Do you believe that you will excel in this role?
    22. 22. Do you believe this opportunity will offer opportunities for professional growth and development?
    23. 23. Based on the people you met, the culture and environment of the organization, do you believe this opportunity is the “Right Fit” for you?</li></li></ul><li>Screening Methodology <br />Step 7: Offer Process<br />Conduct 3 reference checks<br />Credit/Criminal Background Checks<br />Verify Education, Designation(s)<br />Complete client specific background checks<br />Full disclosure to our client<br />
    24. 24. Tactics for Hard-to-Fill Roles <br />Our recruiting methodology leads us to the resources to find candidates for Hard-to-Fill roles<br />Subject Matter Experts<br />Internet:,,,,, Google Advanced Search Engine<br />Associations: CMA, CGA, CA meetings, CCP, Local University Alumni Career Services, etc...<br />
    25. 25. Performance Metrics<br />Critical Success Factor: Customer Satisfaction<br />Two Customers: The Client-Customer and the Candidate-Customer<br />Our Critical Success Factor is achieved when the candidate and client agree to the terms of an offer.<br />
    26. 26. Performance Metrics<br />How We Measure Success<br />Nuvenis Order to Fill ratio is 4:1<br />Nuvenis Interview to Fill Ratio is 2:1<br />Nuvenis Offer to Fill Ratio is 5:4<br />
    27. 27. Performance Metrics <br />Other Important Performance Measurements<br />100% retention during guarantee period<br />98% retention rate after one-year<br />95% retention rate after two-years<br />
    28. 28. Geographic Coverage<br />2275 Upper Middle Rd East, Suite 101<br />Oakville, ON, L6H 0C3<br /> (Dundas St. and Winston Churchill Blvd)<br />Office is easily accessible from all areas of the GTA. Located near the QEW, Hwy 403 and Hwy 407<br />
    29. 29. Summary<br />Why choose Nuvenis?<br />Our Expertise/Experience<br />Our Recruitment and Selection Methodology<br />Honesty/Transparency <br />Long-Term Relationship<br />
    30. 30. Q&A<br />
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