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Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
Entech Capabilites
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Entech Capabilites

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Transcript

  • 1. Creating Strategic Partnerships
  • 2. Agenda
    Introductions
    Company Overview
    Partners
    Capabilities
    Unique Sourcing Strategy
    Recruitment Strategy
    Recruitment Life-Cycle
    Why Entech?
    Next Steps
  • 3. Introductions
    Valerie Haweny, Principal
    18 years recruitment experience
    Prior corporate engagements at Merck, Johnson & Johnson, and Sarnoff
    Kevin Haweny, Managing Director
    Andrea Rolnik, National Account Director
    10 years national recruitment experience
    Industries served: Telecommunications, Interactive/Digital Marketing, Information Technology
    Stephanie Quinones, Director of Talent Acquisition
    15 years recruitment and program management experience; international experience
    Industries served: Pharmaceutical, Telecommunications, Technology, Supply Chain
  • 4. Company Overview
    Incorporated in 1999
    • Areas of Specialization:
    • 5. Executive & Confidential Search
    • 6. Marketing & Public Relations
    • 7. Scientific & Health Care
    • 8. Information Technology
    • 9. Engineering
    Certified as a Women’s Business Enterprise (WBE)
    Member of the Women’s Business Enterprise National Council (WBENNC)
    Founding member of the U.S. Women’s Chamber of Commerce (USWCC)
    Campaigning for Diversity Owned Corporate Status for 2010
  • 10. Partners
  • 11. Capabilities
    Executive & Global Search
    Contingency, Retained and Container Searches
    Confidential Searches
    Diversity Recruitment
    Program Management
    College/ University
    Internships / Co-ops / Rotational Programs
    Consulting Services / Projects
    Contingent Workers
  • 12. Unique Sourcing Strategy
    Local Account Executives & Recruiters dedicated
    Understanding of the local market
    Face to face interviewing of candidates
    Pipeline of prescreened and benchmarked candidates
    Experience analyzing economic trends & establishing successful sourcing programs
    Develop strategic sourcing plan for each position
    Sizable proprietary database of seasoned professionals in targeted areas
    Use of social media outlets to attract additional candidates i.e. Facebook, Twitter, LinkedIn
    Employee and non-employee referral bonuses
    Targeted solicitation of passive candidates
    • Recruiters rewarded for exceeding deliverables
  • Recruitment Strengths
    Industry Specific Experience
    Partnerships with Senior Level Management
    Tenured Management and Recruitment Staff - 12 year average
    Global Network of Contacts
    College Campus Recruiting
    Networking Events
    Referral Bonus Program – 60%
    E-recruiting
    Campaign management
    Social Networks
  • 13. Recruitment Life Cycle
    Needs Assessment
    Develop Customized Sourcing Strategy
    Offer Acceptance&
    On-Boarding
    Requisition assigned to industry specific recruiter
    Strategy Implementation
    Client Interview Process
    Qualifying candidates via behavioral and defined skill set evaluations
    Candidates Prescreened Based on Customized Criteria
    Hiring Manager Feedback
    Candidate Portfolio Presentation
  • 14. Why Entech?
    Strategic alliance with a proven staffing partner offering a custom program designed for full-service delivery across the U.S. and internationally.
    State-of-the-art recruiting approach to executive search.
    Increase brand awareness within the local, national and international markets.
    Dedicated resources are available to seamlessly augment the recruitment team
    Full scale partnership with an organization possessing the flexibility to extend our scope of service to meet the business demands
    We want to be a part of your vision and we are committed to earning your trust.
  • 15. Next Steps
    Upon contract execution
    Collaborate with to determine current and future needs
    Define and review skill classifications
    Identify key milestones
    Establish timelines, roles/responsibilities
    On-site and off-site management roles established

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