Successfully reported this slideshow.

A Sourcing and Recruiting Method that Works

2

Share

Upcoming SlideShare
Kka 2
Kka 2
Loading in …3
×
1 of 27
1 of 27

A Sourcing and Recruiting Method that Works

2

Share

Download to read offline

We source and recruit human resources that work in relation to the Information Technology field. Our method of sourcing is very effective and we want to share our knowledge.

We source and recruit human resources that work in relation to the Information Technology field. Our method of sourcing is very effective and we want to share our knowledge.

More Related Content

Related Audiobooks

Free with a 14 day trial from Scribd

See all

A Sourcing and Recruiting Method that Works

  1. 1. A Sourcing Concept that Works Well defined requirements, clear steps, emerging technologies and full communication.
  2. 2. Purpose ✦ We are a sourcing and recruiting agency ✦ At AndreaTanzi we have a process that works wonders ✦ The results are a wealth of ideal potential candidates for our customers to choose from ✦ We want to share what we know
  3. 3. Focus ✦ One of our main assets is that we are focused ✦ Focus could mean a sector, a discipline or a concept (i.e. pharmaceutical, IT, management) ✦ Focus provides strength and reach within the realm
  4. 4. Definition ✦ Prior definition of the requirements needed is a must ✦ Well defined role, responsibilities, skills and tools, attitude, background and training is vital to success ✦ Definition is a foremost step and is done in collaboration with the client
  5. 5. Leverage ✦ The Web 2.0 and Social Media provides a myriad of opportunities for boosting the process and spreading the word thus increasing target reach. ✦ We use SAAS (software as services) to hire a variety of tools that enables us to improve our sourcing, selection and recruiting process.
  6. 6. Upgrade ✦ With the tools available today: ✦ Promotion can be beautiful and enticing ✦ Audiences can be opt-in ✦ Knowledge capital is an marketing asset ✦ Advertising outlets have minimal or null cost ✦ Process management can be shared with the client ✦ Applicants’ input can be automated
  7. 7. Automation ✦ In service providing operation costs and delivery time are primary ✦ By automating Candidate Screening, Reference Checking and Client’s Feedback costs are greatly reduce and final pricing become a competitive advantage ✦ Plus everything gets to be safely documented
  8. 8. Structure ✦ Structure is usually a virtue ✦ A well structured and consistent sourcing and recruiting process results in efficiency and replicability ✦ The process must be transformed into a framework and patterns created ✦ There’s always customization but standardized
  9. 9. Communication ✦ Constant, well design and frequent communication to both the applicants and the employers is the main ingredient to a positive outcome ✦ Communication should be rule by structure and consistency ✦ It must always proceed actions but is also ideal during stand by periods
  10. 10. Business Models ✦ There are two most common business arrangements with a recruiting agency or a combination of both ✦ Contingency: Fee charged after job opening is fulfilled by one of the agency’s presented candidates ✦ Retainer: Monthly fee that includes the sourcing and recruiting of as many a potential candidates as possible
  11. 11. Advantages ✦ Contingency is best for sporadic recruiting. Is best for the agency to also establish a set up fee that should be charge in case the client ends up not hiring a presented candidate ✦ Retainer is best for continuous recruiting, either for the same profile or for a different one. A combination of retainer + contingency is convenient
  12. 12. Set up fee ✦ The first half of the full effort is allocated in the set up and the socializing ✦ In doing contingency that effort is reward when the hiring is done and the fee collected ✦ In case the hiring is not done, this first effort has to be charged in the form of a set up fee
  13. 13. Time ✦ Another advantage of the retainer model is that time brings the best potential candidates ✦ It takes time for socialization to move to action usually taking up to a month or two for the curve to peak ✦ Ongoing recruiting is a common practice within the Information Technology industry
  14. 14. Case Study: Us ✦ Our focus ✦ We resource and recruit exclusively for professionals within the Information Technology practices. ✦ Developers, programmers, engineers, testers, technology architects, system and database administrators, infrastructure technicians, interactive designers, etc.
  15. 15. The First Step ✦ As soon as a new Service Order is signed the first step we take is doing a job profile requirements review ✦ If needed we advice our clients towards precise definition of the job profile ✦ Next we proceed to set up an automated Screen Form to measure applicants’ compliance
  16. 16. Our Database ✦ We have an active DB of 1000+ applicants ✦ We regularly receive approximately 20+ Resumes weekly from new applicants ✦ Our DB is classified through tags (i.e. practice, seniority, specialized tools, vicinity) ✦ We search & contact first within our DB when a new Order comes in
  17. 17. Socializing ✦ We use social/digital media to socialize our open positions: ✦ We have three accounts on Twitter. Andrea Tanzi’s personal account has 350+ followers, a high number for Costa Rica ✦ We use LinkedIn, Facebook (general feed, a Page and a Group) ✦ We also have banners in the Trabajo en Costa Rica website and Fusil de Chispas blog and post positions in online job boards
  18. 18. Newsletter ✦ We have a bi-monthly newsletter that reaches 1500+ Costa Rican Information Technology workforce members ✦ Our newsletter is opt-in as opposed to spam mail marketing ✦ It also has a feed through RSS and posts directly to our @ITjobsCR account on Twitter
  19. 19. Self-Service Forms ✦ A Screen Form is set up for every job profile using a fast forms builder and information collecting service (SAAS) ✦ Applicants are directed to a URL to self- sufficiently fill out the forms ✦ The form builder service enables reports on each individual form’s activities ✦ Other forms: Basic Info, Reference check
  20. 20. Project Management ✦ We use a Web 2.0 project management tool to document and organize the job opening, its data and its potential candidates ✦ Our customers are able to access the tool through a user name and password ✦ Everything that has to do with the job opening is preserve securely and accessibly within the tool
  21. 21. Communication ✦ We have structure and pre-design emails that keep the applicant aware of their status within the recruiting process ✦ The communication is both in English and Spanish ✦ Emails: first time greeting, recruiting process invite, forms fulfill request, on going process notice, interview coordination, process conclusion notices
  22. 22. ATDB
  23. 23. Job Opening Management
  24. 24. Screen Form
  25. 25. Human Tactics Newsletter
  26. 26. Digital Media Presence
  27. 27. Muchas Gracias www.andreatanzi.com getinfo@andreatanzi.com jobs@andreatanzi.com

×