Date post: | 28-Nov-2014 |
Category: |
Business |
Upload: | andrea-tanzi |
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A Sourcing Concept that Works
Well defined requirements, clear steps, emerging technologies and full communication.
Purpose
✦ We are a sourcing and recruiting agency
✦ At AndreaTanzi we have a process that works wonders
✦ The results are a wealth of ideal potential candidates for our customers to choose from
✦ We want to share what we know
Focus
✦ One of our main assets is that we are focused
✦ Focus could mean a sector, a discipline or a concept (i.e. pharmaceutical, IT, management)
✦ Focus provides strength and reach within the realm
Definition
✦ Prior definition of the requirements needed is a must
✦ Well defined role, responsibilities, skills and tools, attitude, background and training is vital to success
✦ Definition is a foremost step and is done in collaboration with the client
Leverage
✦ The Web 2.0 and Social Media provides a myriad of opportunities for boosting the process and spreading the word thus increasing target reach.
✦ We use SAAS (software as services) to hire a variety of tools that enables us to improve our sourcing, selection and recruiting process.
Upgrade✦ With the tools available today:
✦ Promotion can be beautiful and enticing
✦ Audiences can be opt-in
✦ Knowledge capital is an marketing asset
✦ Advertising outlets have minimal or null cost
✦ Process management can be shared with the client
✦ Applicants’ input can be automated
Automation✦ In service providing operation costs and
delivery time are primary
✦ By automating Candidate Screening, Reference Checking and Client’s Feedback costs are greatly reduce and final pricing become a competitive advantage
✦ Plus everything gets to be safely documented
Structure✦ Structure is usually a virtue
✦ A well structured and consistent sourcing and recruiting process results in efficiency and replicability
✦ The process must be transformed into a framework and patterns created
✦ There’s always customization but standardized
Communication✦ Constant, well design and frequent
communication to both the applicants and the employers is the main ingredient to a positive outcome
✦ Communication should be rule by structure and consistency
✦ It must always proceed actions but is also ideal during stand by periods
Business Models✦ There are two most common business
arrangements with a recruiting agency or a combination of both
✦ Contingency: Fee charged after job opening is fulfilled by one of the agency’s presented candidates
✦ Retainer: Monthly fee that includes the sourcing and recruiting of as many a potential candidates as possible
Advantages✦ Contingency is best for sporadic
recruiting. Is best for the agency to also establish a set up fee that should be charge in case the client ends up not hiring a presented candidate
✦ Retainer is best for continuous recruiting, either for the same profile or for a different one. A combination of retainer + contingency is convenient
Set up fee✦ The first half of the full effort is allocated
in the set up and the socializing
✦ In doing contingency that effort is reward when the hiring is done and the fee collected
✦ In case the hiring is not done, this first effort has to be charged in the form of a set up fee
Time✦ Another advantage of the retainer model
is that time brings the best potential candidates
✦ It takes time for socialization to move to action usually taking up to a month or two for the curve to peak
✦ Ongoing recruiting is a common practice within the Information Technology industry
Case Study: Us
✦ Our focus
✦ We resource and recruit exclusively for professionals within the Information Technology practices.
✦ Developers, programmers, engineers, testers, technology architects, system and database administrators, infrastructure technicians, interactive designers, etc.
The First Step✦ As soon as a new Service Order is signed
the first step we take is doing a job profile requirements review
✦ If needed we advice our clients towards precise definition of the job profile
✦ Next we proceed to set up an automated Screen Form to measure applicants’ compliance
Our Database✦ We have an active DB of 1000+
applicants
✦ We regularly receive approximately 20+ Resumes weekly from new applicants
✦ Our DB is classified through tags (i.e. practice, seniority, specialized tools, vicinity)
✦ We search & contact first within our DB when a new Order comes in
Socializing✦ We use social/digital media to socialize
our open positions:
✦ We have three accounts on Twitter. Andrea Tanzi’s personal account has 350+ followers, a high number for Costa Rica
✦ We use LinkedIn, Facebook (general feed, a Page and a Group)
✦ We also have banners in the Trabajo en Costa Rica website and Fusil de Chispas blog and post positions in online job boards
Newsletter✦ We have a bi-monthly newsletter that
reaches 1500+ Costa Rican Information Technology workforce members
✦ Our newsletter is opt-in as opposed to spam mail marketing
✦ It also has a feed through RSS and posts directly to our @ITjobsCR account on Twitter
Self-Service Forms✦ A Screen Form is set up for every job
profile using a fast forms builder and information collecting service (SAAS)
✦ Applicants are directed to a URL to self-sufficiently fill out the forms
✦ The form builder service enables reports on each individual form’s activities
✦ Other forms: Basic Info, Reference check
Project Management✦ We use a Web 2.0 project management
tool to document and organize the job opening, its data and its potential candidates
✦ Our customers are able to access the tool through a user name and password
✦ Everything that has to do with the job opening is preserve securely and accessibly within the tool
Communication✦ We have structure and pre-design emails
that keep the applicant aware of their status within the recruiting process
✦ The communication is both in English and Spanish
✦ Emails: first time greeting, recruiting process invite, forms fulfill request, on going process notice, interview coordination, process conclusion notices
ATDB
Job Opening Management
Screen Form
Human Tactics Newsletter
Digital Media Presence