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Talent acquisition

Customized Recruiting
Will Help You

Talent acquisition is essential to the health of all businesses. Entrepreneurs of small and medium sized business should have the freedom to focus on their passion and their area of expertise. While large organizations may have recruiting departments, that isn’t practical for all organizations. This is where Customized Recruiting can help.

Attracting the right candidates for a position is the first step in making a successful hire. If there is a misfit with the applicants, it can turn into a very costly experience. Making the wrong selection can cost up to 30% of the employee’s salary in the first year. Given the importance of selecting the right candidate, companies need to invest in effective, efficient, and top-quality talent acquisition practices.

Customized Recruitment uses a 10-step recruiting process that starts by understand the needs of the role and crafting a compelling job posting. Expert advice is at your service through to the successful hiring of top talent for your business.

10 Step Hiring Process

A disciplined process enables Customized Recruitment to have predictable, repeatable success in filling roles of all levels and across a variety of complex industries. Each step requires expert knowledge. Customized Recruitment facilitates the entire process, saving you valuable time. Hiring managers receive a researched, refined and perfectly curated group of candidates to interview and make an informed hiring decision.

Write an effective job posting

It needs to be clear, concise and appealing to your candidate target market. A job posting is NOT a job description.

Strategically post your job advertisement

If you were the perfect candidate for this job, where would you be looking?

Review resumes

Your decisions should not be based only on qualifications, but also identifying risks and barriers to employment.

Short-list resumes

Identifying candidates with the highest potential of performance and lowest potential of risk.

Phone/video screen candidates

Asking key questions before scheduling interviews to ensure that every candidate you interview is a good use of your valuable time.

Coordinate interviews

Doing this promptly and on your behalf to save you time and to avoid risking candidate drop-off. Good candidates don’t stay on the market long and phone tag is a challenge.

Debrief from interviews

maintaining engagement through follow up with both hiring managers and candidates to align on fit, expectations and timelines.

Conduct thorough references

ensuring that candidates can do the job in a positive, conscientious, cohesive, and safe manner based on past performance.

Negotiate offer

Ensure the compensation you offer is fair to you and the candidate and establishing the terms of an offer of employment with comfort and ease.

Conclude search

Follow up with unsuccessful candidates to ensure they feel appreciated and respected, thus preserving and promoting your brand as an employer of choice.