This document summarizes the key aspects of Nuvenis, a recruiting firm specializing in accounting and finance placements. It outlines Nuvenis' company overview including years in business and areas of specialty. It then describes Nuvenis' sourcing, screening, and recruiting tactics, which involve networking, direct recruiting of passive candidates, and a 7-step screening process. Metrics for success include maintaining high order to fill, interview to fill, and offer to fill ratios. Geographic coverage is the Greater Toronto Area. The document emphasizes building long-term relationships and using targeted recruiting to find quality candidates through experience and an honest approach.
11. Sourcing Practices Database Candidates we have interviewed Candidates phone screened Resumes received, but not contacted Networking Ask existing candidates for referrals. Ask contacts in our database for referrals Ask whomever we are speaking to for referrals
12. Sourcing Practices Direct Recruiting Proactive recruiting activities Industry Specific or Similar Industries Focused finding candidates who meet the key hiring criteria Passive candidates who are looking for a career enhancing opportunity
13. Direct Recruiting: Passive Candidates Approximately 17% of the workforce is active in their job search. The remaining 83% of the workforce are passive candidates Many companies lack the infrastructure to engage passive candidates. To maintain a competitive advantage, organizations must have a recruitment strategy that engages passive candidates.
14. Direct Recruiting: Passive Candidate There are three advantages to hiring passive candidates: 1. Passive candidates represent the majority of talent in the workforce: There are 4 times as many passive candidates compared to active candidates. 2. Passive candidates generally represent a higher caliber of talent: Passive candidates are actively employed and contributing to the success of their employer. 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.
16. Screening Methodology 7 Step Screening Process Passive Candidates High Quality Candidates Reduces Duplication Generates Predictable Results
17. Screening Methodology Step 1: Contact 100 prospective candidates or candidate referrals Database Network Direct Recruiting
18. Screening Methodology Step 2: Face-to-Face Interview of the top 10 candidates Candidates motivation to determine long-term fit Focus on key KSA’s Behavioural Based Interview Comparative Analysis of each candidate
19. Screening Methodology Step 3: Submit Top 4 Candidates to Interview with the Client Calibration Candidate (when possible) Step 4: Candidate & Client Briefing Step 5: The Interview
20. Screening Methodology Step 6: Debrief Candidate and Client Occurs after each interview to manage the client and candidates expectations and interest levels Allows us to be proactive with the client to reduce the chances of surprises at the offer stage Predict the likelihood of the client extending the offer and the candidate accepting the offer
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22. Do you believe this opportunity will offer opportunities for professional growth and development?
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24. Tactics for Hard-to-Fill Roles Our recruiting methodology leads us to the resources to find candidates for Hard-to-Fill roles Subject Matter Experts Internet: Linkedin.com, Twitter.com, Facebook.com, Spoke.com, Hoovers.com, Google Advanced Search Engine Associations: CMA, CGA, CA meetings, CCP, Local University Alumni Career Services, etc...
25. Performance Metrics Critical Success Factor: Customer Satisfaction Two Customers: The Client-Customer and the Candidate-Customer Our Critical Success Factor is achieved when the candidate and client agree to the terms of an offer.
26. Performance Metrics How We Measure Success Nuvenis Order to Fill ratio is 4:1 Nuvenis Interview to Fill Ratio is 2:1 Nuvenis Offer to Fill Ratio is 5:4
27. Performance Metrics Other Important Performance Measurements 100% retention during guarantee period 98% retention rate after one-year 95% retention rate after two-years
28. Geographic Coverage 2275 Upper Middle Rd East, Suite 101 Oakville, ON, L6H 0C3 (Dundas St. and Winston Churchill Blvd) Office is easily accessible from all areas of the GTA. Located near the QEW, Hwy 403 and Hwy 407
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.
