Radnor Consulting Overview


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Radnor Consulting Overview

  1. 1. Integrity * Quality * Value
  2. 2. <ul><li>To become the most effective and trusted source for IT staffing, talent management and recruitment needs. To provide our clients with the highest level of integrity, quality, value and support. We will maintain high ethical standards and respect in all we do for our clients and candidates. We will use our many years in the staffing and customer service industry to bring unparalleled value to our clients. </li></ul>
  3. 3. <ul><ul><li>Formed in 2005 </li></ul></ul><ul><ul><li>14 years average recruiting experience </li></ul></ul><ul><ul><li>In-depth knowledge of the staffing business with a focus on Information Technology </li></ul></ul><ul><ul><li>Recruitment Strategies and Process Improvement offerings </li></ul></ul><ul><ul><li>Vendor Management </li></ul></ul><ul><ul><li>Preferred vendor status with 2 of the Philadelphia areas largest companies </li></ul></ul><ul><ul><li>Strategic alliances with other local staffing firms for added recruiting support and service offerings (ERN) </li></ul></ul><ul><ul><ul><li>Increases volume of candidates while maintaining quality of submittals to client </li></ul></ul></ul><ul><ul><li>Steady growth </li></ul></ul>
  4. 4. <ul><li>Personalize, simplify and improve the effectiveness of the IT staffing process (Contract, Contract-to-Perm, Direct Hire) </li></ul><ul><li>Provide strategic talent acquisition and process improvement </li></ul><ul><li>Work exclusively with select partners who are specialists in their field </li></ul><ul><li>Meet or exceed client expectations in terms of service level, support and productivity </li></ul><ul><li>Maintain an acceptance rate of 90% -submittals to interview. (Current acceptance rate of 94.2% as of November 2010) </li></ul><ul><li>Increase recruiting efficiencies while driving down cost </li></ul><ul><li>Provide volume discounts on contractors and direct hires </li></ul><ul><li>Work with clients on meeting business and financial objectives </li></ul>
  5. 5. <ul><li>Contract, contract-to-perm, permanent placement </li></ul><ul><li>Compliment your existing recruiting, staffing or vendor management resources </li></ul><ul><li>Vendor Management services </li></ul><ul><ul><li>On-site recruiting resource to help manage hiring/recruiting process and vendors (part of our Outsourced Recruiting Services) </li></ul></ul><ul><li>Provide a high level of qualified candidates to streamline internal screening process (90% acceptance rate goal) and increase recruiting efficiencies </li></ul><ul><li>Strict attention to matching ability to task </li></ul><ul><li>Assist and advise on hiring decisions </li></ul><ul><li>Technical screening available </li></ul>
  6. 6. <ul><li>Software Development and Architecture </li></ul><ul><ul><li>Web applications, Client/Server Windows apps </li></ul></ul><ul><li>Front-end Web Development </li></ul><ul><li>User Experience/Interface Development </li></ul><ul><li>Software Testing/QA </li></ul><ul><ul><li>Manual and Automated </li></ul></ul><ul><li>Business Analysts </li></ul><ul><li>Project Managers </li></ul><ul><li>Systems Analysts </li></ul><ul><li>Database Developers, DBA’s (Oracle, MS SQL Server, DB2) </li></ul><ul><li>Systems Administrators </li></ul><ul><li>Data Warehousing </li></ul><ul><li>Network Administrators </li></ul><ul><li>Desktop support </li></ul>
  7. 7. <ul><li>Partner with hiring managers, vendor management and Human Resources to assume some or all of the recruiting functions </li></ul><ul><li>Provide a service versus a transaction </li></ul><ul><li>Dual focus- strategic and tactical </li></ul><ul><ul><li>Tactical: Position fulfillment </li></ul></ul><ul><ul><li>Strategic: Becoming a better hiring organization </li></ul></ul><ul><li>Builds/improves upon internal processes via best practices </li></ul><ul><li>Aligns to business strategy </li></ul><ul><li>Consultative approach, serving as your advisor when needed </li></ul><ul><li>Performance Benchmarks </li></ul><ul><ul><li>New Hire Quality </li></ul></ul><ul><ul><li>Time to fill </li></ul></ul><ul><ul><li>Hiring Manager satisfaction </li></ul></ul><ul><ul><li>Cost per hire </li></ul></ul><ul><ul><li>Staffing efficiency </li></ul></ul><ul><ul><li>Total recruitment costs (internal and external) </li></ul></ul><ul><li>Web 2.0 and Recruiting 3.0 recruiting tools and strategies </li></ul><ul><ul><li>Linkedin, Social Media, large personal networks, applicant database, strategic use of job boards </li></ul></ul>