1.
A Sourcing Concept
that Works
Well defined requirements, clear steps,
emerging technologies and full communication.

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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
ATDB

23.
Job Opening Management

24.
Screen Form

25.
Human Tactics Newsletter

26.
Digital Media Presence

27.
Muchas Gracias
www.andreatanzi.com
getinfo@andreatanzi.com
jobs@andreatanzi.com