Accolo is a leading on-demand recruitment process outsourcing (RPO) provider. It has been ranked #1 RPO provider by several publications and has won numerous workplace awards. Accolo helps companies hire more efficiently using its intelligent cloud recruiting platform, certified hiring consultants, and data from over 20,000 past jobs. The platform allows hiring managers to attract, identify, and hire top candidates faster and at a lower cost than traditional recruiting methods. Accolo also focuses on providing a positive candidate experience and respects applicants through transparent communication and professional treatment.
The document outlines a project proposal for a website that allows consumers to search for and rate products and services of local businesses, and also allows consumers to call or text chat with businesses through the website. It estimates the initial costs of the project using parameters like number of pages, design complexity, copywriting, SEO, multimedia elements, database integration, e-commerce functionality, and content management system. It also mentions getting testing and feedback to ensure quality.
Armada Human Capital (Armada HC) is a global recruiting process outsourcing (RPO) company headquartered in Chicago with offices in Africa and South Africa. Armada HC aims to simplify and improve the recruitment process using Lean Six Sigma and Agile Scrum methodologies. Unlike other RPO providers, Armada HC dedicates sourcers to search for talent full-time and uses a dedicated account manager model to ensure clients' needs are met on time and on budget or without charge. Armada HC offers flexible pricing and service options to meet varied client needs.
TALENT COULD BE LOCATED ANYWHERE.
THAT’S WHY OUR VIRTUAL TEAMS CARRY DEEP LOCAL KNOWLEDGE ACROSS GEOGRAPHIES.
Glocal ORPO is an offshore recruiting firm with offices is USA and India. We provide professionally managed virtual recruiters, especially to US based staffing organizations, and also to those in the UAE, UK, and Australia in general. Our recruiters, sourcers, business development managers, and job search agents deliver exactly what our clients specify, adhering to quality and fast delivery. High performance marks every assignment we undertake at Glocal OPRO. We help our partners boost their recruiting productivity at low cost while letting them focus on core competencies.
We help employment agencies in the USA recruit talent from USA for the USA. Entering into a partnership with us, you extend your existing team, who work collectively with ours towards a common recruitment goal. You skip the enormous hassle, time and cost involved in set-up, infrastructure and monitoring! And you start enjoying results right from the inception of the partnership. Our offshore virtual recruiters work in line with your onsite team to achieve your objectives. Teaming up with Glocal ORPO recruiters helps you visibly increase your recruiting efficacy at the same time making a significant impact on your bottom line.
IT of various segments in the industry is our core service domain at Glocal ORPO. A blend of ground-breaking ideas, detailed approach, and quality-oriented delivery has positioned us as a leader in the recruitment process outsourcing industry.
Letting us hire better at less cost lets you focus on what you do best.
SPECIALIZED RECRUITING AREAS WE COVER
IT Recruiters
Permanent Staffing Recruiters
Contract Staffing Recruiters
VMS Recruiters.
Our success over more than half a decade stems from our resolute focus on delivering our best. At Glocal ORPO, we consistently provide unparalleled cost-saving high quality services that exceed our partners' expectations, and recognize their best definition of success. Our virtual dedicated team, backed by years of expertise, operates from India in tandem with your onsite team. They have the knack to collectively take possession of your recruitment project and deploy appropriate actions. Delivering results is our motto at Glocal ORPO.
Glocal ORPO USPs
We take complete responsibility for your talent acquisition, helping you better fulfill the requirements of your clients
We help you maintain competitive edges, recruiting top notch talent that's right for your clients.
rpo provider,rpo services, rpo service, rpo companies in india, top rpo companies, krpo company, krpo firm, krpo rpo, krpo service, global rpo services, largest recruitment process , utsourcing, rpo service providers, largest rpo providers, rpo providers san francisco, rpo recruitment inda, best rpo providers 2016, rpo companies in chicago, profit by rpo, glocal, glocal rpo, recruitment outsourcing, outsource recruitment.
The document introduces AHC, a professional technical recruiting firm founded in 1959. It discusses AHC's mission, services including recruitment process outsourcing and a database demonstration, flexibility to customize services, and leadership with over 100 years of combined expertise. The goal is to bring great talent to great organizations for mutual success through services that reduce costs, improve hiring quality, and deliver qualified candidates.
Recruitment Process Outsourcing (RPO) Annual Report 2012Everest Group
The Recruitment Process Outsourcing (RPO) Annual Report 2012 highlights and details four areas: Market overview and business drivers, Buyer adoption trends, Solution and transaction trends, & Service provider landscape.
Executive forums integration of hiring sales and brand reinforcement - q211ndgrad
The document discusses finding the right people through hiring. It describes Accolo, a recruitment process outsourcing (RPO) provider that helps companies hire top talent. The document outlines Accolo's services and patented hiring platform. It also discusses the importance of relationships in business and transforming companies through outstanding hires. Lastly, it presents ten universal best practices for hiring, including tracking candidates, including diversity, following up with applicants, providing equal opportunities, and maximizing referrals.
Matt Rivera from Yoh presented on various RPO models and services. The presentation defined RPO and discussed types of engagements like enterprise, project, point-of-service RPO. Enterprise RPO involves outsourcing a company's entire recruiting function long-term, while project RPO focuses on a specific short-term project. Point-of-service RPO handles one recruiting task. Delivery options like on-site, virtual, and on-demand staffing were also covered. Benefits of RPO included cost savings, quality improvements, and process expertise. The presentation concluded with when RPO may not be suitable and taking questions.
The document outlines a project proposal for a website that allows consumers to search for and rate products and services of local businesses, and also allows consumers to call or text chat with businesses through the website. It estimates the initial costs of the project using parameters like number of pages, design complexity, copywriting, SEO, multimedia elements, database integration, e-commerce functionality, and content management system. It also mentions getting testing and feedback to ensure quality.
Armada Human Capital (Armada HC) is a global recruiting process outsourcing (RPO) company headquartered in Chicago with offices in Africa and South Africa. Armada HC aims to simplify and improve the recruitment process using Lean Six Sigma and Agile Scrum methodologies. Unlike other RPO providers, Armada HC dedicates sourcers to search for talent full-time and uses a dedicated account manager model to ensure clients' needs are met on time and on budget or without charge. Armada HC offers flexible pricing and service options to meet varied client needs.
TALENT COULD BE LOCATED ANYWHERE.
THAT’S WHY OUR VIRTUAL TEAMS CARRY DEEP LOCAL KNOWLEDGE ACROSS GEOGRAPHIES.
Glocal ORPO is an offshore recruiting firm with offices is USA and India. We provide professionally managed virtual recruiters, especially to US based staffing organizations, and also to those in the UAE, UK, and Australia in general. Our recruiters, sourcers, business development managers, and job search agents deliver exactly what our clients specify, adhering to quality and fast delivery. High performance marks every assignment we undertake at Glocal OPRO. We help our partners boost their recruiting productivity at low cost while letting them focus on core competencies.
We help employment agencies in the USA recruit talent from USA for the USA. Entering into a partnership with us, you extend your existing team, who work collectively with ours towards a common recruitment goal. You skip the enormous hassle, time and cost involved in set-up, infrastructure and monitoring! And you start enjoying results right from the inception of the partnership. Our offshore virtual recruiters work in line with your onsite team to achieve your objectives. Teaming up with Glocal ORPO recruiters helps you visibly increase your recruiting efficacy at the same time making a significant impact on your bottom line.
IT of various segments in the industry is our core service domain at Glocal ORPO. A blend of ground-breaking ideas, detailed approach, and quality-oriented delivery has positioned us as a leader in the recruitment process outsourcing industry.
Letting us hire better at less cost lets you focus on what you do best.
SPECIALIZED RECRUITING AREAS WE COVER
IT Recruiters
Permanent Staffing Recruiters
Contract Staffing Recruiters
VMS Recruiters.
Our success over more than half a decade stems from our resolute focus on delivering our best. At Glocal ORPO, we consistently provide unparalleled cost-saving high quality services that exceed our partners' expectations, and recognize their best definition of success. Our virtual dedicated team, backed by years of expertise, operates from India in tandem with your onsite team. They have the knack to collectively take possession of your recruitment project and deploy appropriate actions. Delivering results is our motto at Glocal ORPO.
Glocal ORPO USPs
We take complete responsibility for your talent acquisition, helping you better fulfill the requirements of your clients
We help you maintain competitive edges, recruiting top notch talent that's right for your clients.
rpo provider,rpo services, rpo service, rpo companies in india, top rpo companies, krpo company, krpo firm, krpo rpo, krpo service, global rpo services, largest recruitment process , utsourcing, rpo service providers, largest rpo providers, rpo providers san francisco, rpo recruitment inda, best rpo providers 2016, rpo companies in chicago, profit by rpo, glocal, glocal rpo, recruitment outsourcing, outsource recruitment.
The document introduces AHC, a professional technical recruiting firm founded in 1959. It discusses AHC's mission, services including recruitment process outsourcing and a database demonstration, flexibility to customize services, and leadership with over 100 years of combined expertise. The goal is to bring great talent to great organizations for mutual success through services that reduce costs, improve hiring quality, and deliver qualified candidates.
Recruitment Process Outsourcing (RPO) Annual Report 2012Everest Group
The Recruitment Process Outsourcing (RPO) Annual Report 2012 highlights and details four areas: Market overview and business drivers, Buyer adoption trends, Solution and transaction trends, & Service provider landscape.
Executive forums integration of hiring sales and brand reinforcement - q211ndgrad
The document discusses finding the right people through hiring. It describes Accolo, a recruitment process outsourcing (RPO) provider that helps companies hire top talent. The document outlines Accolo's services and patented hiring platform. It also discusses the importance of relationships in business and transforming companies through outstanding hires. Lastly, it presents ten universal best practices for hiring, including tracking candidates, including diversity, following up with applicants, providing equal opportunities, and maximizing referrals.
Matt Rivera from Yoh presented on various RPO models and services. The presentation defined RPO and discussed types of engagements like enterprise, project, point-of-service RPO. Enterprise RPO involves outsourcing a company's entire recruiting function long-term, while project RPO focuses on a specific short-term project. Point-of-service RPO handles one recruiting task. Delivery options like on-site, virtual, and on-demand staffing were also covered. Benefits of RPO included cost savings, quality improvements, and process expertise. The presentation concluded with when RPO may not be suitable and taking questions.
Accolo - Turn your company into a hiring machine - 3-22-12 - John YoungerJohn Younger
Accolo - Turn your company into a hiring machine - 3-22-12 - This is a presentation given by John Younger, President, CEO and Founder of Accolo at the Marin Business Forum on 3-22-12
The document discusses on-demand recruitment process outsourcing (RPO). It defines RPO and contrasts traditional long-term RPO models with on-demand models that can quickly scale up or down based on changing hiring needs. The document provides tips for finding an on-demand RPO partner, evaluating partners, and ensuring a successful pilot program. It also presents a case study of Farmers Insurance's successful use of an on-demand RPO partner to rapidly hire for an expansion into new states.
The year 2015 is likely to be the most competitive recruiting environment we've ever seen. By December 2014, we had the most payroll added in a single year since 15 years ago, and unemployment rate has dropped to a record low of 5.6%. Expectations for employment in 2015 is to continue to grow. What does that mean to you as a hiring or recruiting professional? This presentation shows 7 tips to help you navigate the 2015 recruiting landscape and ensure hiring success.
The document discusses how online recruitment has replaced paper applications and resumes with digital platforms like job boards and company career pages. While technology has advanced recruitment capabilities, it can also be overwhelming and inefficient. The document proposes that AL.com can help connect qualified candidates to open positions more efficiently by tailoring recruitment solutions, focusing advertising, and paying close attention to how jobs are advertised and candidates promote themselves.
The document discusses how digital technologies have transformed recruiting over the last 10 years, replacing paper applications with online job boards, career pages, and applications. While these technologies provide more opportunities and avenues for recruiting, they can also become overwhelming due to the large amount of data. The document argues that to effectively recruit using these tools, businesses need to be specific in how they advertise positions and candidates need to be explicit in how they advertise themselves, in order to connect qualified candidates to open positions.
Do More with Unified Sourcing and Supplier Engagement Scout RFP
How does “obsessing over the customer” translate to big business value? Before Scout’s inception in 2014, industry conversations exposed an overlooked, yet pivotal, business challenge for Sourcing and Procurement. Fast forward to hundreds of interviews, refined prototypes, many late nights, and over 175 customers later, now we’re onto something big. Join Scout’s co-founders for SPARK’s opening keynote as we take you on this journey to re-define the future of Strategic Sourcing.
Recruiter.com is a hiring platform for the world’s largest network of recruiters. Recruiter.com empowers businesses to recruit specialized talent faster with virtual teams of recruiters and AI job-matching technology.
The Recruiter.com network of over 25,000 small and independent recruiters utilize an innovative web platform, complete with AI-driven job matching, screening and video interviewing (Summer 2020) to recruit talent faster. Recruiter.com's Recruiters On Demand provides businesses of all sizes access to virtual recruiters specialized by vertical industries to source, engage, and hire talent on an as-needed basis.
Do More with Unified Sourcing and Supplier EngagementScout RFP
How does “obsessing over the customer” translate to big business value? Before Scout’s inception in 2014, industry conversations exposed an overlooked, yet pivotal, business challenge for Sourcing and Procurement. Fast forward to hundreds of interviews, refined prototypes, many late nights, and over 175 customers later, now we’re onto something big. Join Scout’s co-founders for SPARK’s opening keynote as we take you on this journey to re-define the future of Strategic Sourcing.
The document summarizes new features and improvements to the JobServe candidate matching and recruiting platform in 2010. Key points include:
- JobServe's Alchemy candidate matching technology was improved with versions 2 and 3, analyzing more data to better match candidates to jobs. This increased response rates by over 30% in 2009 and is expected to increase by 40% more in 2010.
- JobServe joined the JobG8 network of US sites in 2009, giving access to over 35 million more candidates per month. This increased response rates by over 35% in 2009 and the network is expected to grow by 6 million more candidates in 2010.
- JobServe Labs was created to enhance products for users and provide new features to
Evolution Recruitment Solutions - Company OverviewKieron Mayers
Evolution Recruitment Solutions is a specialist in permanent, contract, and interim IT recruitment. They have over 130 employees focused on becoming the best IT recruitment consultancy. They provide outstanding recruitment services through retained, exclusive, and contingent searches of their database of over 4.5 million profiles. They also offer contract recruitment and talent solutions through their TalentS.A.F.E. framework to guarantee high quality contractors. Evolution prides itself on outstanding client and candidate service and being an employer of choice.
Learn about companies that freelance recruiters and agencies both love working with and how these amazing businesses are actually hiring their employees!
The days of approved vendor lists and chasing companies down for their business are behind us and we are here to show you why.
This is a collection of success stories about companies across a number of industries that have adopted Reflik’s crowdsourcing model of recruitment and are now finding and hiring the perfect candidates for their organizations.
This profile summarizes an experienced technical recruiter with over 6 years of experience recruiting for gaming and tech companies. They have a proven track record of attracting and hiring top talent for roles such as engineers, AI/ML specialists, and designers. Their skills include recruiting, candidate evaluation, offer negotiation, and people management. Recent experience includes recruiting engineers for Roblox and coordinating new hire onboarding for Activision.
Instant Technology is an IT staffing firm that was founded in 2001 and is headquartered in Chicago with a branch in Washington DC. The company specializes in providing contract, contract-to-hire, and permanent placement of IT professionals as well as payroll services. Instant Technology prides itself on its 8-step candidate screening process and guarantee of qualified candidates within 24 hours of a staffing request. The company has experienced significant growth and now has over 300 consultants working nationally.
Using Canadian Talent Supply and Demand Data in your Recruiting StrategyWANTED Technologies
This document discusses how companies can use data on talent supply and hiring demand to improve their hiring strategies in Canada. It recommends analyzing the number of job openings for specific roles, salaries, required skills, and locations to understand demand. It also suggests examining the number of candidates with certain qualifications to understand supply. Considering both demand and supply data using a "Hiring Scale" can indicate how difficult different jobs will be to fill. The document is authored by WANTED Technologies, which provides analytics on global talent supply and demand to help companies with workforce and recruiting strategies.
Recruiter.com is a hiring platform for the world’s largest network of recruiters. Recruiter.com empowers businesses to recruit specialized talent faster with virtual teams of recruiters and AI job-matching technology.
The Recruiter.com network of over 25,000 small and independent recruiters utilize an innovative web platform, complete with AI-driven job matching, screening and video interviewing (Summer 2020) to recruit talent faster. Recruiter.com's Recruiters On Demand provides businesses of all sizes access to virtual recruiters specialized by vertical industries to source, engage, and hire talent on an as-needed basis.
Data-driven recruiting involves 4 steps: 1) engagement of applicants using inbound and outbound methods, 2) evaluation of engaged applicants using objective assessments rather than resumes, 3) closing of candidates by analyzing offer-to-hire and onsite-to-hire ratios by channel, and 4) post-hire analysis to evaluate performance and retention to ensure the process is effective.
York Consulting Inc. - Business-to-Business (B2B) Call CenterYork Consulting Inc.
Guaranteed business-to-business (b2b) lead generation and appointment setting services, event registration, customer and market surveys, customer retention, distribution channel development, email and inquiry follow-up. www.yorkc.com
We’re a world-class business consulting firm that solves complex human capital challenges among the most admired global technology companies. We’ve assembled a top-notch team of recruitment experts that help our clientele attract and retain the brightest Executive, Technical, Sales and Marketing professionals through our Confluence RPO, Executive Search and Contract Contingent Workforce services.
1. Upon being assigned a new client, the document recommends contacting the Accolo Client Manager for an intake call to learn details about the client, job, and stakeholders.
2. Research should be conducted within the Accolo system, including reviewing the "Companies" and "Jobs" tabs to find background on the client and any previous work with the hiring manager.
3. The first outreach to a new hiring manager should be an introductory email within 24 hours, including contact information, availability for a profile call, and the consultant's bio to establish themselves as the primary contact.
The document provides tips for effective email communication. It advises that email should not be used for discussions that require a lot of back-and-forth or are sensitive in nature. It emphasizes the importance of clear, descriptive subject lines that indicate what action needs to be taken. The document also outlines best practices for email content, such as being concise, using bullet points, and proofreading, as well as considering your audience and maintaining a professional tone.
Accolo - Turn your company into a hiring machine - 3-22-12 - John YoungerJohn Younger
Accolo - Turn your company into a hiring machine - 3-22-12 - This is a presentation given by John Younger, President, CEO and Founder of Accolo at the Marin Business Forum on 3-22-12
The document discusses on-demand recruitment process outsourcing (RPO). It defines RPO and contrasts traditional long-term RPO models with on-demand models that can quickly scale up or down based on changing hiring needs. The document provides tips for finding an on-demand RPO partner, evaluating partners, and ensuring a successful pilot program. It also presents a case study of Farmers Insurance's successful use of an on-demand RPO partner to rapidly hire for an expansion into new states.
The year 2015 is likely to be the most competitive recruiting environment we've ever seen. By December 2014, we had the most payroll added in a single year since 15 years ago, and unemployment rate has dropped to a record low of 5.6%. Expectations for employment in 2015 is to continue to grow. What does that mean to you as a hiring or recruiting professional? This presentation shows 7 tips to help you navigate the 2015 recruiting landscape and ensure hiring success.
The document discusses how online recruitment has replaced paper applications and resumes with digital platforms like job boards and company career pages. While technology has advanced recruitment capabilities, it can also be overwhelming and inefficient. The document proposes that AL.com can help connect qualified candidates to open positions more efficiently by tailoring recruitment solutions, focusing advertising, and paying close attention to how jobs are advertised and candidates promote themselves.
The document discusses how digital technologies have transformed recruiting over the last 10 years, replacing paper applications with online job boards, career pages, and applications. While these technologies provide more opportunities and avenues for recruiting, they can also become overwhelming due to the large amount of data. The document argues that to effectively recruit using these tools, businesses need to be specific in how they advertise positions and candidates need to be explicit in how they advertise themselves, in order to connect qualified candidates to open positions.
Do More with Unified Sourcing and Supplier Engagement Scout RFP
How does “obsessing over the customer” translate to big business value? Before Scout’s inception in 2014, industry conversations exposed an overlooked, yet pivotal, business challenge for Sourcing and Procurement. Fast forward to hundreds of interviews, refined prototypes, many late nights, and over 175 customers later, now we’re onto something big. Join Scout’s co-founders for SPARK’s opening keynote as we take you on this journey to re-define the future of Strategic Sourcing.
Recruiter.com is a hiring platform for the world’s largest network of recruiters. Recruiter.com empowers businesses to recruit specialized talent faster with virtual teams of recruiters and AI job-matching technology.
The Recruiter.com network of over 25,000 small and independent recruiters utilize an innovative web platform, complete with AI-driven job matching, screening and video interviewing (Summer 2020) to recruit talent faster. Recruiter.com's Recruiters On Demand provides businesses of all sizes access to virtual recruiters specialized by vertical industries to source, engage, and hire talent on an as-needed basis.
Do More with Unified Sourcing and Supplier EngagementScout RFP
How does “obsessing over the customer” translate to big business value? Before Scout’s inception in 2014, industry conversations exposed an overlooked, yet pivotal, business challenge for Sourcing and Procurement. Fast forward to hundreds of interviews, refined prototypes, many late nights, and over 175 customers later, now we’re onto something big. Join Scout’s co-founders for SPARK’s opening keynote as we take you on this journey to re-define the future of Strategic Sourcing.
The document summarizes new features and improvements to the JobServe candidate matching and recruiting platform in 2010. Key points include:
- JobServe's Alchemy candidate matching technology was improved with versions 2 and 3, analyzing more data to better match candidates to jobs. This increased response rates by over 30% in 2009 and is expected to increase by 40% more in 2010.
- JobServe joined the JobG8 network of US sites in 2009, giving access to over 35 million more candidates per month. This increased response rates by over 35% in 2009 and the network is expected to grow by 6 million more candidates in 2010.
- JobServe Labs was created to enhance products for users and provide new features to
Evolution Recruitment Solutions - Company OverviewKieron Mayers
Evolution Recruitment Solutions is a specialist in permanent, contract, and interim IT recruitment. They have over 130 employees focused on becoming the best IT recruitment consultancy. They provide outstanding recruitment services through retained, exclusive, and contingent searches of their database of over 4.5 million profiles. They also offer contract recruitment and talent solutions through their TalentS.A.F.E. framework to guarantee high quality contractors. Evolution prides itself on outstanding client and candidate service and being an employer of choice.
Learn about companies that freelance recruiters and agencies both love working with and how these amazing businesses are actually hiring their employees!
The days of approved vendor lists and chasing companies down for their business are behind us and we are here to show you why.
This is a collection of success stories about companies across a number of industries that have adopted Reflik’s crowdsourcing model of recruitment and are now finding and hiring the perfect candidates for their organizations.
This profile summarizes an experienced technical recruiter with over 6 years of experience recruiting for gaming and tech companies. They have a proven track record of attracting and hiring top talent for roles such as engineers, AI/ML specialists, and designers. Their skills include recruiting, candidate evaluation, offer negotiation, and people management. Recent experience includes recruiting engineers for Roblox and coordinating new hire onboarding for Activision.
Instant Technology is an IT staffing firm that was founded in 2001 and is headquartered in Chicago with a branch in Washington DC. The company specializes in providing contract, contract-to-hire, and permanent placement of IT professionals as well as payroll services. Instant Technology prides itself on its 8-step candidate screening process and guarantee of qualified candidates within 24 hours of a staffing request. The company has experienced significant growth and now has over 300 consultants working nationally.
Using Canadian Talent Supply and Demand Data in your Recruiting StrategyWANTED Technologies
This document discusses how companies can use data on talent supply and hiring demand to improve their hiring strategies in Canada. It recommends analyzing the number of job openings for specific roles, salaries, required skills, and locations to understand demand. It also suggests examining the number of candidates with certain qualifications to understand supply. Considering both demand and supply data using a "Hiring Scale" can indicate how difficult different jobs will be to fill. The document is authored by WANTED Technologies, which provides analytics on global talent supply and demand to help companies with workforce and recruiting strategies.
Recruiter.com is a hiring platform for the world’s largest network of recruiters. Recruiter.com empowers businesses to recruit specialized talent faster with virtual teams of recruiters and AI job-matching technology.
The Recruiter.com network of over 25,000 small and independent recruiters utilize an innovative web platform, complete with AI-driven job matching, screening and video interviewing (Summer 2020) to recruit talent faster. Recruiter.com's Recruiters On Demand provides businesses of all sizes access to virtual recruiters specialized by vertical industries to source, engage, and hire talent on an as-needed basis.
Data-driven recruiting involves 4 steps: 1) engagement of applicants using inbound and outbound methods, 2) evaluation of engaged applicants using objective assessments rather than resumes, 3) closing of candidates by analyzing offer-to-hire and onsite-to-hire ratios by channel, and 4) post-hire analysis to evaluate performance and retention to ensure the process is effective.
York Consulting Inc. - Business-to-Business (B2B) Call CenterYork Consulting Inc.
Guaranteed business-to-business (b2b) lead generation and appointment setting services, event registration, customer and market surveys, customer retention, distribution channel development, email and inquiry follow-up. www.yorkc.com
We’re a world-class business consulting firm that solves complex human capital challenges among the most admired global technology companies. We’ve assembled a top-notch team of recruitment experts that help our clientele attract and retain the brightest Executive, Technical, Sales and Marketing professionals through our Confluence RPO, Executive Search and Contract Contingent Workforce services.
1. Upon being assigned a new client, the document recommends contacting the Accolo Client Manager for an intake call to learn details about the client, job, and stakeholders.
2. Research should be conducted within the Accolo system, including reviewing the "Companies" and "Jobs" tabs to find background on the client and any previous work with the hiring manager.
3. The first outreach to a new hiring manager should be an introductory email within 24 hours, including contact information, availability for a profile call, and the consultant's bio to establish themselves as the primary contact.
The document provides tips for effective email communication. It advises that email should not be used for discussions that require a lot of back-and-forth or are sensitive in nature. It emphasizes the importance of clear, descriptive subject lines that indicate what action needs to be taken. The document also outlines best practices for email content, such as being concise, using bullet points, and proofreading, as well as considering your audience and maintaining a professional tone.
The document discusses ongoing job management for recruiters. It covers checking in with hiring managers, monitoring candidate flow, adjusting screening questions if flow is too high or low, documenting all activities, and escalating issues up the chain of command if needed. Key aspects of job management include having regular check-ins with hiring managers, ensuring proper documentation, and adjusting the recruiting process based on candidate flow levels.
This reviewer checklist contains guidelines for reviewing job applications that are submitted in response to a job posting. It includes checking the entire application for spelling, grammar, and formatting. It also provides guidance on reviewing the job description, sales pitch, use of humor, compensation information, and behavioral-based questions. The checklist recommends including specific details about the company, role, projects, and goals in the cover letter and keeping responses focused on the actual job requirements.
The 6-step recruiting process involves: profiling the job with the hiring manager to define key requirements; developing a job plan with a compelling title, description, and screening questions; identifying candidates from various sources; documenting applicants and ensuring a fair process; making hiring decisions and following up; and reviewing and adjusting the process based on feedback.
The document outlines the steps for conducting a job profiling call with a hiring manager. It discusses preparing for the call, gathering key job details like requirements, expectations for success, and where to find candidates. The 8 profiling steps are: 1) set the stage, 2) get basic data, 3) define the role, 4) define success, 5) define skills needed, 6) find the right people, 7) selling points, 8) set expectations. The goal is to extract all relevant information to develop a strong job plan that will fill the position in 60 days.
The document describes Accolo's 6-step hiring process: 1) profiling the job, 2) developing a recruitment plan, 3) identifying candidates, 4) conducting online interviews and documentation, 5) interviewing and making decisions, and 6) reviewing and adjusting the effort. The process aims to provide consistency, leverage referrals, incorporate all candidate sources, and adapt to different job types while ensuring fair treatment of all applicants.
The document provides guidance on creating an effective job plan, including outlining the elements and sections of the plan such as a creative title, job description, and screening questions. It recommends developing the job plan after outlining key goals and requirements, and writing the job description, initial interview questions, and secondary interview questions to attract qualified candidates. The job description should include three sections to hook candidates, sell the company, and outline keys to success for the role.
The document discusses Initial Interview Questions (IIQs) and Secondary Interview Questions (SIQs) for screening job candidates. IIQs are 15-20 multiple choice questions that identify qualified candidates, while SIQs are 2-4 open-ended behavioral questions equivalent to a first round phone interview. Good IIQs and SIQs focus on essential job attributes, allow candidates to discuss their experiences, and avoid obvious or incorrect answers.
This document outlines the roles and responsibilities within the Client Management, Hiring Consultant Network, and Operations teams at a staffing organization. The Client Management team includes Client Executives who set strategic plans, Program Managers who develop recruitment programs, and Account Managers who work with clients to deliver candidates. The Hiring Consultant Network team includes managers who recruit and train consultants, and consultants who recruit candidates for assigned positions. The Operations team includes a Sourcing Center that finds candidates, a Job Performance Center that handles operations, and an Information Analyst that supports reporting.
2. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo2
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3. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
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4. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
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5. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
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3
6. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
• Start with your Accolo Certified Hiring Consultant
to help launch your position successfully
• Then self-manage the hire process with the power
of Accolo’s SaaS Cloud Recruiting TM Platform
100%
end-to-end support by the Accolo Certified
Hiring Consultant Network and your Accolo delivery
team leveraging the power of Accolo's Intelligent
Cloud Recruiting TM Solution
the accolo product suite :
7. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
the accolo product suite :
Coming Fall 2011!
Accolo Solo gives you the power of Intelligent Cloud
Recruiting™ to drive your hiring. Leverage the
Accolo Hiring Intelligence of over 20k+ jobs and
our SaaS Cloud Recruiting™ Platform to be able to
quickly attract, identify and hire your top
candidates
8. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
hire performance :
greatly reduced cost-to-hire
“We hired 25 additional candidates with
no increased fixed costs”
8
9. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
hire efficiency :
dramatically faster time to hire
9
“All five candidates were spot on.”
“I didn’t have to screen 1 unqualified resume.”
10. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
hire satisfaction:
successful hiring managers
“I like the process, and how it gets very
quickly to the best people for the
position.” – VP Sales
“Very Helpful in determining what
exactly I was looking to find in a
qualified candidate” – CTO
“a fantastic job of keeping me on
track and yet being flexible to an
ever changing schedule” - CFO
10
11. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo
hire satisfaction:
candidates are respected
11
• Branding Opportunity
• Enhanced Candidate
Relationship Management
• Automated candidate
communications
• Self service job agents for
candidate pipelining
• Leverage the referral
network(s) of every
candidate and employee
• Candidate bill of rights
• Marketing Opportunities
• Reward Applicants for
applying / taking interviews
Process Transparency:
“Your service has been the only one
with the professional courtesy to
notify me of the status of my
application. All the rest are like
yelling into the Grand Canyon.”
Positive Brand Experience:
“Because of your professionalism, it
not only shows that your company
cares about its applicants and the
quality/quantity of future employees,
but it makes me and others I may tell
even more interested in the
organization.”
Application Experience:
“The online interview gave me a real
sense of the company and that the
hiring manager is highly experienced
and knows exactly what she's talking
about.“
Closure:
“This may sound crazy in response to
a rejection, but congratulations on
being the only company that has
actually sent a rejection letter in
response to a submitted job
application.”
Courtesy:
“The fact that you treat people well
makes your firm even more
attractive.”
12. Accolo, Inc. Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago www.accolo.com 1-877-4Accolo12
Editor's Notes
CC: Need to expand these notes with Industry suggestions. We define ourselves by our customer’ hiring performance Cross section of industry and company size Highlight brand names like Farmers Dex One Cannon LiveOps Use industry specific customer slides when the prospect is in a sweet spot market (Technology, Sustainable Energy, Medical Equipment, Digital Media/Advertising) Industries & Key Players Here
Aaron – 1. Highlight that this is what truly differentiates us from any traditional recruitment model Hiring Intelligence Knowledgebase: Collects and aggregates hiring intelligence from every job supported and every hire made including Hired Candidate Source History from Applied – Hired providing a closed loop insights into candidate sources Recruitment Plan Library Ad Copy written job description leading to the highest flow of qualified candidates Proven Markers for Talent in the form of initial interview questions and associated scored answers leading to the success hire and secondary, behavioral based interview questions Days to present, Days to Accept and Days to Start history segmented by industry, by function and by geography Patented Universal Hiring Best Practices Cloud Recruiting Platform An Applicant Decisioning System that leverages the Intelligence gathered within our Hiring Intelligence Knowledgebase Ensures transparency and visibility into the process for all stakeholders including hiring managers, candidates and recruiters Over 94% of on-line applicants never here back from the company Lost opportunity to build employment brand as candidates as not just candidates they are: 1) potential referral sources; 2) future customers; 3) shareholders Source Inclusive Job Marketing campaign casting the widest net to embrace candidates from any/all sources Job Boards, Social Networks, Employee Referrals, etc. Job Performance Center Using sophisticated analytics to monitor candidate flow against historical levels to determine when/what additional sourcing investment and techniques should be applied (multiple passive candidate sourcing techniques) LinkedIn Recruiter, Org profiling of competitive/target companies, Intelligent agents creating candidate lists Sophisticated eMail marketing technique using proprietary Marketing Automation Platform and cold calling campaigns, resume pools and Boolean logic searches, etc Hiring Consultant Network Over 50 trained and certified recruiters (hiring consultants) with the most relevant industry, functional and geographic experience/expertise Direct, unlimited user access for all recruit to hire stakeholders including Hiring Managers have total visibility into candidate pool, phone screen notes and collaboration with hiring consultant Candidate portal Employees who refer candidates can see status of every referral Internal HR and Talent Acquisition access to monitor process _________________________________________ Hiring Intelligence Knowledgebase = 1 st Talent Pools Next Use full logos Employee Referrals + to talent pools Other 3 clouds = come in with 3 Job Marketing Campaign full out 2 Distinct clickable units NEW SLIDE : Just like this except where we have “certified hiring consultants”, in comes internal recruiters with, then supercedes.
PAT Candidate quality Source inclusive – branding your company and job Automated communication – ensure incredible experience and protect employment brand Reduced cost Compressed cycle time Hiring manager satisfaction