When we started recruiting, technology in the space was mainly locked up inside expensive products sold to large Enterprises. Enterprising recruiters had to become experts at using search engines, building Boolean searches, and would spend hours doing things like x-raying websites and guessing at email combinations trying to find prospective candidates.
Linkedin has helped organize things, but their product has become bloated (and expensive) over time and often provides little real data about the people on the platform. Their database is also no longer intuitive or easy to search through.
Our team has been in situations where they have sourced previously unidentified candidates, who are on Linkedin, but that our clients (with a LinkedIn Recruiter license) had been unable to find.
Today, technology in recruiting is changing things rapidly. Over the last five years, there have been quite a few new hiring tools that have come on the market.
A common feature of all of these products is telling you how they are going to solve your hiring problems while reducing your time to fill and increasing your candidate quality.
Whether they are curated databases, chrome extensions that enable a service, or technology-driven search platforms they all have their limitations and are often only as effective as the person you have using and managing them. They also do little to assist you in your overall recruitment strategy.
The evidence that comes out over time does show some hiring activity as a result of these tools, but often little else to go with it. A curated database goes as far as it’s upkeep, and all databases, tools, and extensions require an active investment of time from your team to get any result. Their effectiveness also typically ends the minute you elect to stop using their product.
At the same time, the recruiting services offered to companies have evolved little since the 1990s, and we believe that contingency recruiting model, in particular, is ineffective and broken.
The typical way that traditional recruiting firms have worked is charging clients flat fees in exchange for candidates (and little else beyond a list of interested candidates that the agency has supposedly evaluated and identified as being the perfect fit for your role).
We believe that the best recruiting process is a comprehensive one that focuses on the details. Top talent across industries are getting barraged by emails and in-mails daily, and how your company is reaching out to candidates is just as important as in any marketing initiative that you might invest.
Recruiting is more than just filling your open roles. Word of mouth marketing that will result from the outreach done by your team, as well as the phone screens you conduct are an often overlooked branding opportunity for businesses. Repeated positive experiences will have a net effect over time, allowing you to become an employer of choice.
Our TalentFilter Sourcing service is an evolution of both of these things. We have developed and trained our internal team on our world-class best practices acquired while working with a variety of large Enterprise clients across several sectors, including Google, Dropbox, Grainger, and Allstate Insurance.
We also specialize in helping high growth startups like Bolt, SensorTower, Evisort, and Apex.AI grow quickly and effectively through building a strong sourcing pipeline that we reach out to with personalized messaging.
The best feature of our service is that it lives on even when we roll-off.
We understand the cyclical nature of recruiting. Companies grow in stages, and if you do it right the first time, you will find that your hiring needs will ebb and flow. Even companies that hire like mad for a few years will eventually have a lull.
We saw that what our clients needed was a better solution. One that they could turn on and that could provide instant results, while also helping them establish their executive’s relationships with the labor market and that could carry on working well after the cessation of recruiting.
That is why we allow our services to be turned on and off monthly. We want to give you the flexibility to grow when you need to while being able to keep a close eye on your costs. However, the effects of our service don’t stop working when we do.
We frequently hear from our clients about the long-tail effects of our service. How a dream candidate popped up months after we had worked together, and they had seized the opportunity to bring more world-class talent into their organization.
One recent client reported making a hire two months after they stopped using our service. One of the last messages we had sent out for them before rolling off hit its mark with a senior DevOps engineer who responded.
Due to the way we design our service process, they had full visibility to all the incoming and outgoing messages and were able to reply to the candidate, which resulted in a hire.
Despite all the changes, one thing that has not are companies needs to fill their top priority roles. We are thrilled to be able to provide this exciting new service offering to our clients and are excited to see what the long term effects of it will bring to their business.
Schedule a call today to learn how you can take advantage of this service for yourself!