HIRING SERVICE: Success Factor Methodology Implementation

Use the Success Factor Methodology to Hire Top Talent All the Time

The frustration with traditional job advertising is that it typically brings the bottom third of the candidate pool to your doorstep - mostly AGGRESSIVE candidates desperate for work, out of work for long periods, toxic and dysfunctional candidates, poor performers, and those with a host of behavioral and attitude problems.

Our E-Sourcing Project helps you attract SELECTIVE candidates through advertising by using more Compelling Marketing Strategies to find top talent.

Not fishing in deep waters is one of the Top Ten Hiring Mistakes and leads to the high failure rate on hiring documented in our research project. You can download an Executive Summary of the Research Project from our FREE Resources Web Page.

Instead of skimming average and mediocre candidates from the surface of the pond, consider how more effective advertising might enable you to fish at deeper levels for top talent.

Imagine being able to attract top talent through an inexpensive strategy like job advertising and simple group networking. If you would like to learn more about this Hiring Service, take the next step by requesting a custom quote. We'll demonstrate the power of the Success Factor Methodology in attracting top talent through advertising and group networking.

Hiring Management IMPACT of an E-Sourcing Project

This project assumes there is a fair number of strong candidates in the job cateory you are seeking and they are looking at the job boards and various networking groups. They've started networking and have told their friends they're open to a better opportunity.

In our book, we dedicate an entire chapter to this process of attracting top talent through advertising. The Chapter Title is "How To Attract the Bottom Third of the Candidate Pool". We break down all candidates into 4 primary categories:

The AGGRESSIVES are what you typically get when you post the job description or a summary of the job description as the advertisement.

Job Descriptions masquerading as Advertisements are worthless tools to attract top talent. Not only do they tend to attract the bottom of the candidate pool, they also "repel" the best candidates. Traditional Advertising turns off top performers.

The AGGRESSIVES are not selective about what ads they respond to. You run a advertisement and get 300 resumes - 298 of which you have no clue what keyword did these people actually use to apply! (Hint: the keyword is I need a job). Their motivation is not to do the work you need accomplished - their motivation is just get a paycheck.

Top Talent takes one look at your job description masquerading as an advertisement and puts their hand down instead of up. They think to themselves "I've already got that job, why would I want to apply for another job that is exactly the same?"

The second group in our chart above is the SELECTIVES. This group is open to making a change due to lack of future opportunity, losing respect for the their boss, and being frustrated by the company culture. Although this group is looking on-line for a better opportunity, they are SELECTIVE for what jobs they will apply.

To attract the SELECTIVES, you need a Compelling Marketing Statement, a networking group strategy, and a Compelling Phone Interview that not only extracts useful performance information, but also concurrently recruits a top performer. Our E-Sourcing Project meets this requirement.

We'll create a Compelling Marketing Statement, post it the appropriate job boards on-line, including specialty job boards. We'll ensure it gets circulated in the targeted networking groups for your ideal candidate. Finally, we'll screen all appropriate responses using a custom phone interview and our 8-point Success Matrix. We'll recommend which candidates should be invited in for a face-to-face in-depth personal interview.

Testimonials for the Hiring Service: E-Sourcing Project

"We had been running basically the same advertisment for a Director of Marketing for 3 months and got junk." We engaged IMPACT Hiring Solutions to use their E-Sourcing Project to help us attract better candidates. In addition, since we're an entrepreneurial firm, we don't have a big HR function to screen candidates. This was a huge benefit of the E-Sourcing Project. We hired a great Director of Marketing and avoided a very expense Executive Search"

"After 6 months of trying to fill an Operations Manager position for our Wisconsin plant, we decided an different approach was necessary. We asked IMPACT Hiring Solutions to conduct their E-Sourcing Project for us. Within record time, we had multiple candidates who were top performers. We eliminated the waste of time that goes into screening average candidates. The only candidates we met based on the recommendations of IMPACT Hiring Solutions were already pre-screened and impressive candidates."

Next Steps for the Hiring Service: E-Sourcing Project

Give us to call to learn about this alternative to Executive Search. We recognize that not every job requires an Executive Search Project focused on attracting the SLEEPERS, especially if there is an abundance of top talent candidates in the SELECTIVE candidate category. We also recognize that not every company can afford an executive search.

If you're frustrated by the lack of responses or quality of candidates on a position you desperately need to fill right now - vs. waiting 6 months - explore the benefits our E-Sourcing Project might bring to your organization.

Feel FREE to download the examples of Compelling Marketing Statements from our FREE Resources Web Page.

To see if the E-Sourcing Project might be a good strategy to fill your current opening, look into our FREE Sourcing Assessment, where we'll take a look at all the strategies you're using to fill that critical role. We'll benchmark your strategies against best practices and present a series of recommendations of how to get that job filled quickly with top talent.

Spotlight on Related Products for E-Sourcing Project