Direct Hire

Your Business Gets you to success, But it is your Workforce that personifies your brand. 

Direct Recruitment and Talent Acquisition Solutions That Give you an army, not mere employees

Finding The Right Talent For the Right Job

A study by Getapp Labs has found out that about 40% of global companies agree to the fact that there is a shortage of skilled candidates for specific job roles. Also, 17% of the same companies also agree that hiring processes are the toughest recruitment hurdle they face.

While there are other factors such as the economic uncertainties, competition and performance measurement among the major challenges, one cannot ignore the 80-20 rule that pertains here.

For any business, finding the right person for a job is of the utmost importance.  While there are simple solutions such as the contract to hire and contract staffing solutions, these are more towards the base level functions which involve the smooth progress of the processes.

In order to hire a highly skilled and executive level officers for your company, you need to think out of the box. One needs to exercise high caution while screening through profiles. This high-level individual would soon be the face of your firm and help you maintain, uphold and promote growth through their service.

Furthermore, such professionals are expected to work with you in the longer run. But how do you go about hiring such professionals?

Typical headhunting firms follow a straight down narrow hiring funnel that is almost the very same that contractual hiring companies follow. But talent acquisition for higher ranks and executive positions should be bigger and they cannot afford to screen the individual the conventional way.

Do You Need a third party firm for direct hire?

In all technicality, direct hire refers to you as a company directly choosing an individual to vet and hire them for your company. You as a company would directly approach this professional, look for credentials and see if they suit your recruitment and then hand over an offer directly to them. That’s how it goes about.

But as we have seen that with more and more businesses entering the game of higher talent acquisition, it is becoming increasingly difficult to find skilled professionals. Also, focussing on talent acquisition could be an exhaustive task for service or product focussed companies which would rather focus their efforts and energies on business than on hiring.

One might also argue that given the inexperience of a company in hiring, they may take up decisions that may return to hurt their productivity and this is absolutely true.

Even in a direct hire process, a hiring company would help guide you through the selection process, vetting and funnelling down onto prospective and affirmative candidates that would prove to be the best there are.

How do we do it

Talent acquisition is a science that is being perfected every day every hour. One cannot directly display a single picture and hope that it solves all of the major hiring problems nor can it act as a definitive template for hiring.

But the following 8 are some of the majorly placed and working dots that connect you to a great workforce

1)  Optimize your career site

Your career portal is where you start with. It is the foremost place where a prospective candidate lands before they take the next step and this is also the tool that lets your hiring team bring in prospective hires. It does not have to be a revolutionizing platform that lets your users create projects or make the next big thing. It could be a simple web page that lets the prospect understand how it is to work with you, the non-monetary benefits, the culture and a place that encourages them to apply.

2) Write clear job descriptions

This is applicable not just for your career page but also for all of your hiring collaterals. The job description page would and should create a lasting impact on the prospect that makes them want to work with you. The copy should be concise, consistent and clear that would emphasize the cultural value, and the employee value proposition and not just the roles and responsibilities.

3) Create an Ideal User Profile

Important internal collateral, in order to hire the best, you cannot expect a hoard of resumes/profiles for you to choose. Instead, build an ideal profile and place it as a benchmark. Any profile that comes in can be vetted against this profile to get a closer percentage of similarity or resonance and thus would be helpful in declaring a candidate.

4) Recruitment Marketing tools

A recruitment marketing tool would take in your ideal user profile and promote it across a range of platforms that it deems fit of a place where your prospect may be available. Also termed as an alternative inbound recruiting, these methods aid in higher candidate relationship management and thus improve how a candidate feels about the company. No matter whether the candidate is hired or not, he/she would be leaving with a positive impact on your company and would further improve this image through referrals and other ways.

5) Implementation of Employee Referral Programs

Research by Getapp has concluded that referrals are the shortest forms of hiring and often lead to higher employee retention and guarantee a talented workforce.

While employees continually refer to good talent, this could be made into mainstream hiring funnel. Incorporation of referral programs that benefit not just the candidate but also the employee would be a tight hit. You would find your ideal candidate and thus it could help cut down a great deal of hiring costs and efforts

6) Incorporation of Applicant Tracking Systems:

Applicant tracking systems, as part of the Recruitment Marketing tools, would aid in tracking potential candidates and help further the process. Even upon rejection, you would be possessing a great deal of skilled data that you can engage with by sending invaluable and educational content that can empower your brand as an employer and thus further your referrals for greater talent.

Why Choose Response informatics

Recruitment and talent acquisition has been the core functionality and business for Response informatics for over more than a decade now. Since our incorporation in 2007, we have helped plenty of global businesses in finding the right talent for the right job.

Our recruiters are highly trained professionals who understand your industry and ethos requirements and begin formulating ways to get you the professionals that you deserve and need.

We get you people who get the job done and some more. It is as simple as that. Our matured hiring funnels and access to cream layers of talent has made us into a headhunting firm that companies can bank on.