In today's marketplace, the competitive talent trends make it crucial to have an effective way to attract as many applicants to your open positions as possible. 

Anyone Can Write a Good Ad, Right?

Wrong.  

Recruitment Ads are marketing pieces.  They are used to attract people to consider working for you.  Our team takes your job description and creates an engaging ad selling candidates on your position.  You shouldn’t use your ad to tell candidates what you don’t want. 

Applicant Screening

We also determine the minimum characteristics you desire in an employee and create questions to include in each online application. This helps us quickly focus on the best candidates.   We weigh each applicant’s answers, so when we get tons of candidates, we can quickly see who might be the best fit for the position and review them first, so the good ones don’t get away.

Benchmarking the Job

Whether we use our Sales Assessment or our TTI Behavioral Assessments, we believe in comparing candidates to a specific job benchmark.  Our team reviews the job description and, with your input, creates Key Accountabilities for the position. Key Accountabilities are those five things that, if done well, would mean you would forgive them for everything else they did or did not do.  We then use a tool to create the job benchmark, which ensures candidates meet the job's requirements, and it generates behavioral interview questions we use to screen candidates, which you can use for the final interview.

LINK to STEP 2