Searchpath Midwest, part of Searchpath HCS, along with Antal now has the Searchpath Automotive Practice Group for high-quality, super-fast recruitment services.
How to Improve Your Quality of Hire in HR & Recruiting Workology
This presentation is a follow up to our popular HR and Recruiting metrics webcast. Learn how to measure additional HR metrics and how your quality of hire impacts you revenue and success of the organization across the board. This presentation goes beyond basic metrics and analytics to discuss how important retention and hiring right can impact your organization in ways you might not have imagined.
Earn HRCI recertification credits any time. Visit http://b4j.com/hrciwebinars & register to get PHR, SPHR & GPHR cert credits free.
If You’re Not Measuring Quality of Hire, You’re Not Hiring the Best People | ...LinkedIn Talent Solutions
If you want to raise your company’s talent bar, you first need to know where the bar is set. Learn from Lou Adler that measuring quality of hire starts by defining it, how to get hiring managers on-board, forget the interview, and conduct a pre-hire performance review instead, and how big data raises your company’s talent bar.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The thoughtful development of a recruitment strategy is critical to maximizing the value of your recruitment activities.Hiring talented individuals is critical to an organization’s success.
We offer a effective model which identifies key factors:
• Identifying who should be recruited.
• Reaching targeted individuals.
• Determining the best timing for recruitment.
• Designing a recruitment message.
• Planning an organizational site visit.
• Evaluating past recruitment efforts.
• Managing the entire recruitment operation.
Allow us to show you how we can add value to your organizational with our client partnership program. Contact us at info@shaneshataylor.com for more details.
How to Improve Your Quality of Hire in HR & Recruiting Workology
This presentation is a follow up to our popular HR and Recruiting metrics webcast. Learn how to measure additional HR metrics and how your quality of hire impacts you revenue and success of the organization across the board. This presentation goes beyond basic metrics and analytics to discuss how important retention and hiring right can impact your organization in ways you might not have imagined.
Earn HRCI recertification credits any time. Visit http://b4j.com/hrciwebinars & register to get PHR, SPHR & GPHR cert credits free.
If You’re Not Measuring Quality of Hire, You’re Not Hiring the Best People | ...LinkedIn Talent Solutions
If you want to raise your company’s talent bar, you first need to know where the bar is set. Learn from Lou Adler that measuring quality of hire starts by defining it, how to get hiring managers on-board, forget the interview, and conduct a pre-hire performance review instead, and how big data raises your company’s talent bar.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The thoughtful development of a recruitment strategy is critical to maximizing the value of your recruitment activities.Hiring talented individuals is critical to an organization’s success.
We offer a effective model which identifies key factors:
• Identifying who should be recruited.
• Reaching targeted individuals.
• Determining the best timing for recruitment.
• Designing a recruitment message.
• Planning an organizational site visit.
• Evaluating past recruitment efforts.
• Managing the entire recruitment operation.
Allow us to show you how we can add value to your organizational with our client partnership program. Contact us at info@shaneshataylor.com for more details.
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
As a Recruiting Consultant for KeyStaff, I make it my mission to help businesses find great talent for their workforce. This slide show briefly explains exactly what makes KeyStaff different than other Staffing Agencies.
Join en world Japan.
We have a clear career path for you to fulfill your potential in the recruiting industry. We are committed to your continuous improvement.
Find our more about our mission, values, culture and benefits.
At TSC we manage the full life cycle recruiting process for both consulting and full-time positions within the Manufacturing, IT, R&D and Technical Marketplace.
Working across all industries with some of the best clients in the market, responsible for sourcing new talent as well as maintaining a network of Interactive & Technical professionals. Screening candidates against existing requirements, conducting interviews both over the phone as well as in person, presenting the best match possible to existing job requirements, and managing the entire process from the first phone call, through the interview to the placement.
Responsibilities:
*Develop a strategic plan to advance the company's mission and objectives and to promote revenue, profitability, and growth as an organization.
*Plan, develop, and implement strategies for generating resources and/or revenues for the company.
*Approve company operational procedures, policies, and standards.
*Review activity reports and financial statements to determine progress and status in attaining objectives and revise objectives and plans in accordance with current conditions.
*Evaluate performance of executives for compliance with established policies and objectives of the company and contributions in attaining objectives.
*Other duties as assigned.
Work hard, play hard environment. We are a group of fun, energetic, outgoing professionals working together.
LET'S WORK TOGETHER!!
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
As a Recruiting Consultant for KeyStaff, I make it my mission to help businesses find great talent for their workforce. This slide show briefly explains exactly what makes KeyStaff different than other Staffing Agencies.
Join en world Japan.
We have a clear career path for you to fulfill your potential in the recruiting industry. We are committed to your continuous improvement.
Find our more about our mission, values, culture and benefits.
At TSC we manage the full life cycle recruiting process for both consulting and full-time positions within the Manufacturing, IT, R&D and Technical Marketplace.
Working across all industries with some of the best clients in the market, responsible for sourcing new talent as well as maintaining a network of Interactive & Technical professionals. Screening candidates against existing requirements, conducting interviews both over the phone as well as in person, presenting the best match possible to existing job requirements, and managing the entire process from the first phone call, through the interview to the placement.
Responsibilities:
*Develop a strategic plan to advance the company's mission and objectives and to promote revenue, profitability, and growth as an organization.
*Plan, develop, and implement strategies for generating resources and/or revenues for the company.
*Approve company operational procedures, policies, and standards.
*Review activity reports and financial statements to determine progress and status in attaining objectives and revise objectives and plans in accordance with current conditions.
*Evaluate performance of executives for compliance with established policies and objectives of the company and contributions in attaining objectives.
*Other duties as assigned.
Work hard, play hard environment. We are a group of fun, energetic, outgoing professionals working together.
LET'S WORK TOGETHER!!
1. 2011 Moving forward! An integrated network of Searchpath recruiters and Antal recruiters providing super-fast high-quality search results worldwide Automotive Practice Group
2. Who is SearchPath? Started by Top Recruiters in 2005 100's of years of recruiting history among executives and managers Very progressive with a network and approach to HIGH QUALITY Now trading publicly - this creating equity with all Managing Partners – Pink Sheet Stock Symbol SRCP Presently at 65 offices and growing every month Over 30 offices owned and operated by Top 300 ranked recruiters Strategic network with recruiters in over 40 countries Proven ability to manage large scale recruiting efforts. The corporate office (Cleveland, Ohio) handles training, payroll, invoicing, legal, marketing, and franchise development. SearchPath presents to Fortune 500 companies with the latest trends and advancements in hiring.
3. Stephen Nehez, Jr. Managing Partner Executive Recruiter Searchpath Midwest LLC Allen Park, MI 1989 – MTU – BSME 1994 – EMU – MBA 1990 to 1995 – Mazda/Ford – Engineer 1995 to 1997 – Stampings - Engineer 1998 to 2003 – Springs & Elastomers (Seals) - Engineer 2003 to Present – Recruiting Automotive Practice Group Jeff Harrison – Managing Partner – Searchpath of Mid-Michigan - USA Phil Hazey – Recruitment Researcher – Searchpath Midwest - USA Chris Iezzi – Managing Partner – CK Mahoning - USA Lilian Guazzelli – Managing Partner – Searchpath of Miami - USA Carlos Kingwergs – Managing Partner – Kingwergs & Assoc. - Mexico Stephen Nehez – Executive Recruiter – Searchpath Midwest - USA Bella Trout – Vice-President – Searchpath of Cape Fear - USA Jim Gemmill – Searchpath Toronto - Canada
4. Recruiting Business Office Infrastructure Traditional Models – SPEED VERSUS QUALITY Model 1: Solo Recruiter Model 2: Recruiter and Project Coordinator Searchpath Midwest Structure – SPEED + QUALITY Recruiter Project Coordinator EMPLOYER EMPLOYER EMPLOYER
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6. Networking Resources In recruiting, you are only as good as your network. Traditional Models – RECRUITER NETWORK VERSUS QUALITY Private Database Private Database 65 OFFICES (US/Canada/Mexico) 85 OFFICES Europe Asia Middle East Searchpath Midwest Structure – SPEED + QUALITY Recruiter Project Coordinator EMPLOYER EMPLOYER Searchpath Automotive Practice Group
7. Best Practices - Core Strategies All searches are confidential until the right time with the candidate. Your competitors will NOT know your hiring needs. We do NOT work with candidates from our clients. We DIRECT RECRUIT. People referring others is the key at securing the very best candidates for the job. This is a core practice. We contact individuals who have a strong desire to improve their career by joining a company that will help them achieve their personal goals. We do NOT send resumes of candidates until the candidate knows (1) the company name and (2) the scope of the position. Stephen Nehez does EVERY final screening call with EVERY candidate that is sent to EVERY client. We recruit professionals from individual contributors to executive level.
8. Best Practices - Screening and Closing All candidates will be screened with attention to the following: Location - Candidates with a reasonable commute is expected. Compensation - All candidates will be presented with the current earnings and targeted earnings identified. Challenge of the Position: Candidates will meet job description criteria and exceptions will be noted. Presenting offers to candidates: Verbal offers are suggested to avoid 11th hour conflict. We prepare candidates for a 24 hour acceptance timeframe. We encourage providing candidates a summary of benefits at the final interview. We are always candid with HR representation regarding the candidates thoughts.