All Posts By

Maria Rozin

engaged recruiting

Engaged Recruiting that Keeps the Human as part of what we do

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If you feel that recruiting has become highly transactional with essential elements of the candidate selection having been lost on the way, you’re not alone. Hiring decisions might be lightning-fast, yet, a couple of months later, that same job that you just hired for is back on the market. It’s then not hard to imagine why 1 in 3 employees leave their job within the first 6 months of being hired. This is the result of recruiting that relies solely on fast but unmistakably shallow technology-based processes. Let’s talk about a better way to hire.

The fast way vs The Engaged Recruiting Model

Engaged Recruiting aims to create a bridge between an employer’s job opening, a candidate, and their desired career. Superficial recruiting is when candidates are treated as commodities, and the sole purpose of a selection process is to get a body in a seat; simply put – a short-term mindset. 

When you look to understand each party involved in the recruiting process: their expectations and their needs, you do more than just fill a position (which is the case with transactional recruiting). It happens often that our clients are surprised that we ask questions in our effort to understand each search. A job description is a great start, but it falls short of defining what is truly expected of an employee. By asking the right questions of our clients and candidates alike, we can correlate expectations and needs on both ends.

What is an Engaged Recruiter?

Beyond a process, recruiters have a tremendous responsibility and opportunity. When their purpose is to create a win-win-win situation in the recruiting process, their work doesn’t just stop at filling a seat with a person and making a commission. An engaged recruiter listens to the candidate’s needs, career plans, and makes sure they go beyond a resume to understand the personality type and behavior. These are critical to a new hire’s performance, and especially their perspective regarding work. If they just joined for better pay, then they will commit until they are presented with a new opportunity to increase their income. More than often, that’s outside of their current organization. However, if their focus is to deliver on the objectives and indicators they have signed up for while at the same time pursuing continuous learning and gathering of knowledge, then the premise of their hire is significantly different and so are their results.

Engaged recruiters are able to masterfully balance the use of technology yet without losing their “human touch”.

We say this often: “Technology is a great tool, but a terrible master”. Recruiting decisions that are solely based on technology leads to both a superficial definition of the need as well as who the candidate is beyond a checklist of skills and years of experience. That is simply not enough. Remember: candidates are human beings like you and anyone close to you that you can think of. They have dreams, personal motivations, career aspirations, and professional goals. All of the funds that you invest in the extra time, tools, and resources that are dedicated to truly knowing candidates will bring back a multiple of return over the long run. Additionally, it’s the best way to avoid the cost of a mis-hire which can reach up to 6 times a new hire’s yearly salary. While you try to take the short and quick path to hire, you will find that it’s by far the most expensive.

Win-win-win situations aren’t just ideal, they are a must!

Engaged recruiting allows for a “win-win-win” situation, every time you hire, and certainly not by accident. When all parties are truly engaged in the recruiting process, they all stand to win. Hiring organizations can only win if the recruiting process is geared towards long term benefits with a strong correlation between what they have to offer and a new hire’s growth path, and expectations for their new job. Hiring organizations also win when the hiring decision leads to long-term employee commitment and high performance that goes well beyond their first year. Candidates, on the other hand, expect transparency right off the bat. 

There’s no perfect organization just as candidates know they’re not perfect. When candidates are briefed about what’s truly expected of them before being hired, they won’t be faced with unexpected and many times unpleasant surprises down the line. Clarity will keep them motivated, and will determine them to have an appreciation for their employer – an organization that “walks the talk.” Not the least, recruiters stand to win in the process. It’s not about a commission. It’s about our responsibility to genuinely care about both hiring organizations as well as candidates. Hiring managers, human resources managers, and candidates are all people who have a personal stake in the right hiring decision. Engaged recruiters eventually win by being recognized and retained time and time again in the market for their work. Recruiters must reject average, and stay away from deceptive practices. 

What’s been YOUR experience with recruiters, both inhouse and outsourced ones?

Electrical/Electronics, Manufacturing, Information Technology

Electrical/Electronics, Manufacturing, IT "We are pleased to recommend this team as a partner in the staffing and talent projects."

By | Case Studies, Electrical/Electronic Manufacturing, Electrical/Electronics, Functions, Industries, Information Technology, Manufacturing | No Comments

“Our collaboration started a few years ago and since then it is growing towards a strong partnership.
We are working together as a great team, meeting new challenges and finding talents for our teams.
The professionalism and open communication are two of the worth that we appreciate very much and are proved by the SourceMatch Team.

We are pleased to recommend this team as a partner in staffing and talent projects.”

 

Ramona Ioana Ungur
Staffing and Talent Coordinator

Company

With a pedigree dating back more than a century, Nidec Motor Corporation (NMC) is a leading manufacturer of commercial motors, industrial motors, appliance motors, and controls. The NMC product line features a full line of U.S. MOTORS® brand high-efficiency motors for industrial applications in water treatment, mining, oil and gas, and power generation, and for commercial applications such as pool and spa, condensers, cooling towers, and large refrigeration units.

Challenges

Identify qualified professionals in a tight market within a short timeframe. Nidec was looking for technical talent that otherwise has become hard to find. With increased competition from other companies in the area, it became ever more challenging to hire without compromising on quality.

Solution

We tapped into our internal database and researched additional sources and aggressively pursued candidates that weren’t available in the typical job boards.

The market had a lot of potential and many times candidates were unresponsive the first time, and with a strong follow-up process in place, SourceMatch created the right communication platform for technical and engineering candidates.

Results

By reaching talent that wasn’t accessible through traditional sources, SourceMatch was able to shortlist 50 candidates for the client to interview, of which 15 were hired upon completion of technical tests, and background checks, all of which in less than 12 weeks.

Industry

Electrical/Electronics, Manufacturing,
Information Technology

Function

Engineering
Service Center

Seniority Level

Entry, Senior

Think Tank, Research

Think Tank, Research For over 100 years, Brookings experts have conducted high-quality, independent research and produced innovative policy solutions for the nation and world.

By | Case Studies, Functions, Industries, Research, Think Tank | No Comments

Think Tank, Research

CEO
Brookings Institute

Company

For over 100 years, Brookings experts have conducted high-quality, independent research and produced innovative policy solutions for the nation and world.

Brookings has been consistently ranked as the most influential, most quoted, and most trusted think tank. As part of their efforts to sustain these standards, they have retained SourceMatch to identify critical research experts to join their European staff.

Challenges

Brookings was expanding its international research team and was in need of a Senior Research Assistant with a Ph.D. in international economics and political science in Switzerland. The combination of requirements made it difficult to find someone in the targeted geographical area.

Solution

This search required a wide net approach to geography across 3 countries and focused selection of skills to identify the right candidates. Unlike other skills, candidates needed to go through an extensive academic and research capabilities scrutiny, including of their graduate thesis.

Results

SourceMatch shortlisted for Brookings the top 3 candidates in each of the targeted countries: Italy, Switzerland, and Belgium. Although close matched candidates were identified, the complexity of the required skills required a closer look at passive candidates rather than active ones. Brookings interviewed candidates through multiple stages and decided on hiring the best candidates within less than 6 weeks.

Industry

Think Tank, Research

Function

Research

Seniority Level

Senior

Translations & Interpreting

Translations & Interpreting "Their Engaged Recruiting process was crucial to find and select the best candidates in the market out of a shortlist."

By | Case Studies, Functions, Industries, Translations & Interpreting | No Comments

“We’ve retained the SourceMatch team multiple times to assist us in our search for Project Managers and Linguists with Spanish in Mexico. Their Engaged Recruiting process was crucial to find and select the best candidates in the market out of a shortlist. Even before we spoke to candidates for the first time, we were given extensive information about them, and that helped us make swift hiring decisions that we would benefit from in the long-term.”

Director of Production
Caroline Lee
ISI Language Solutions

Company

ISI Language Solutions is a professional translation & interpreting service and international leader of industry-specific language access and localization solutions.

By providing industry-specific language access solutions for over 36 years, ISI Language Solutions has developed a deep-rooted understanding of client processes, business objectives, annual calendars, and project-based workflows, ensuring both flexibility and scalability in meeting the demands of professional translation & interpreting services.

Challenges

Rapidly growing, and in need of highly qualified Spanish speaking Project Managers and Linguists, ISI Language Solutions retained SourceMatch to identify professionals that could join their team in Mexico. These project Managers were to work closely with ISI Language Solutions’ customers in Mexico.

Solution

SourceMatch leveraged its recruiting teams to bring know-how and expertise in international recruiting and provided an end-to-end recruiting search including extensive assessments of skills and behavior.

Results

SourceMatch successfully placed candidates for 2 Project Manager roles. The candidates exceeded the client’s expectations in terms of skills and performance. Therefore, ISI Language Solutions has retained our team again to assist in hiring 2 new Senior Project Managers and 2 Linguists that have also been placed successfully.

Industry

Translations & Interpreting

Function

Project Management, Technical

Seniority Level

Mid-level

staffing and recruiting

Staffing and Recruiting "We truly appreciate their flexibility, professional reporting on the status of the projects, and openness and suggestions to improve the overall process so we can find the best..."

By | Case Studies, Functions, Industries, Staffing and Recruiting | No Comments

“Our first interaction with SourceMatch was in January 2014 and we worked on projects on their extension model (fully integrated with our teams). We worked together on roles that targeted IT and financial specialists (entry-level to management roles).
We truly appreciate their flexibility, professional reporting on the status of the projects, and openness and suggestions to improve the overall process so we can find the best candidates for our clients. They are our valued collaborators for past, present, and future opportunities.”

CEO
Bart Vink

Bart Vink & Partners

Company

Bart Vink & Partners is the recruitment, selection & executive search agency that specializes in mediating professionals and managers of professionals with a background in ICT, Finance, and Sales. For a select group of clients, they search for specific positions and then guide to success!

Joust connects young talent with clients. In this way, they supervise start-up positions and traineeships in IT, business administration and finance & control. Joust creates the structure and preconditions with which young talent feels comfortable and safe within an organization. This approach requires customization. Joust believes that with the right guidance, professional training and enough personal attention, young talent develops quickly and delivers immediate value.

Challenges

Bart Vink & Partners was growing rapidly with many projects that required a dynamic approach to the allocation of efforts. As in any entrepreneurial organization, hiring internally wasn’t always on the table when management wants to reduce the effects of risk.

Solution

We provided a team of recruiting specialists that would dynamically allocate time and effort based on the client’s priorities. SourceMatch assigned its recruiting team to act as an extension of the client’s for on-demand projects while maintaining an efficient cost structure. Establishing a smooth cloud-based process for knowledge transfer to ensure speedy delivery of results to the client’s recruiters.

Results

Our client has the flexibility to focus on critical aspects of their business while we focus on the forefront of the recruitment process. The SourceMatch team provided 100 hours per month, producing 50+ qualified candidates per day.

Industry

Staffing and Recruiting

Function

Information Technology, Finance, Sales

Seniority Level

Entry, Senior, Manager, Director, VP, CXO

Retail

Retail Our client has been the pioneer in the international cruise retail industry with an annual revenue of $1B.

By | Case Studies, Functions, Industries, Retail | No Comments

Part of the world’s leading global luxury brand group

CEO
Retail

Company

Our client has been the pioneer in the international cruise retail industry with an annual revenue of $1B. Since 2000, they have been part of the world’s leading global luxury brand group that brings in $47B in annual revenue.

Challenges

Our client needed to expand their efforts in rapidly recruiting a large number of Sales Executives specialized in luxury goods for high-end cruise ships.

Solution

Dedicated teams of 2 recruiters that could join our clients’ existing team to extend research, recruiting efforts, and reach in a short time period.

Results

After having identified 1,100 candidates for 3 main roles, the SourceMatch contacted and vetted them, before presenting to the client 50 candidates that were qualified and met the highly specialized roles.

Industry

Retail

Function

Sales

Seniority Level

Executive, Senior

education

Education "The SourceMatch team were very professional, responsive, and I would recommend them to anyone seeking highly qualified candidates for any position."

By | Case Studies, Education, Functions, Industries | No Comments

“Before I contacted SourceMatch in May 2019, I was a new company who received a contract to find two English speaking teachers to teach English in China. In short order, I needed to recruit, screen, and select qualified candidates.
Since speaking and working with SourceMatch, within 2 months, they recruited, screened, and sent me contact information on a shortlist of candidates, of which my organization was able to select two highly qualified teachers to teach in China. They were very professional, responsive, and I would recommend them to anyone seeking highly qualified candidates for any position.”

Terrill Martin
President/CEO
Martin Global Enterprises LLC

Company

Martin Global Enterprises has more than 25 years of experience, providing global education around the world. The most important aspect to ensure learning takes place, is through effective educational experiences. Their programs are designed to provide a hands-on approach to meeting the educational needs of students, teachers, and leadership professionals at all levels.

Challenges

Martin Global Enterprises was looking to hire 2 English kindergarten teachers in China with native English speakers in the U.S and U.K that would be willing to relocate.

Solution

SourceMatch was retained to carry out an end-to-end recruiting search of senior professionals in the field across the U.S and U.K.

Results

SourceMatch successfully placed candidates on both positions well before the target date, and enabled a long-term collaboration with the client, as a trusted and exclusive recruiter.

Industry

Education

Function

Education

Seniority Level

Entry, Mid-level

Automotive

Automotive Our client is a leading global provider of outsourced business solutions for the automotive industry with annual revenues of $730M.

By | Automotive, Case Studies, Functions, Industries | No Comments

Leading global provider of outsourced business solutions

CEO
Automotive

Company

Our client is a leading global provider of outsourced business solutions for the automotive industry with annual revenues of $730M. They have the hands-on experience of automotive best practices, the state-of-the-art technology and the in-depth information to boost company efficiency and profitability.

Challenges

Our client needed to expand their efforts in recruiting a large number of employees for short-termed and long-termed contracts in the automotive industry both for clerical roles and management roles.

Solution

A dedicated team of 4 recruiters that worked in tandem with the Client’s subject matter expertise. SourceMatch was retained to research, amplify recruiting efforts, and assist with hiring in a short time period.

Results

SourceMatch succeeded in identifying a candidate pool of 5,600 candidates over 12 months of which 3,100 were interviewed, and 300 were recommended to the client for hiring.

Industry

Automotive

Function

Technical, Management

Seniority Level

Entry, Senior

Measure the Return on Investment in Recruitment

How to Measure Return on Investment in Recruitment?

By | Blog, Recruiting | No Comments

How do we measure the Return on Investment in recruitment?

“It’s important to understand what the “gain” really is and evaluate it across several quantitative and qualitative measures” – Deloitte

If you want to measure the Return on Investment in recruitment, there are a few key metrics that you should consider: time to fill, time to hire, quality of hire, cost of hire, and turnover rate.

1. Time to fill

The time to fill with the time to hire might sound the same but they are 2 different metrics and should be treated separately.
While the time to fill tells you how fast your hiring process is moving, the time to hire tells you how quickly you identify the best candidate.

How to calculate the time to fill?

The time to fill represents the total number of days you need to fill a position from creating a job opening to hiring the new employee.

2. Time to hire

Workable has come up with a formula to calculate the time to hire:

Time to hire = Day candidate accepted the offer – Day candidate entered the pipeline

Statistics say that 57% of job seekers lose interest in a job if the hiring process is lengthy. That means that you can lose great candidates if your team isn’t fast enough.

3. Quality of hire

The quality of hire measures the value that new hire brings to your organization and according to LinkedIn, 50% of companies consider performance reviews (or just performance in general) when measuring the quality of hire.

So how do we measure it?

Quality of Hire (%) = (Indicator % + Indicator %) / Number of Indicators

Example:
Quality of Hire (%) = (Job Performance + Ramp-up Time + Engagement + Cultural Fit) / 4

(Source: Harver)

4. Cost of hire

The cost of hire is not something to rely on taken alone. It doesn’t say anything about the quality of hire, only the possible cost of your recruitment efforts: advertising fees, recruiter pay, and benefits, relocation costs, recruiting agency fees, etc.

The formula for the Cost Per Hire:

CPH = (Total internal + total external recruiting costs) / total number of hires in a specific time frame

5. Turnover rate

Most companies use the annual rate calculation to find out the turnover rate, which is the following:

Annual turnover Rate % = Number of employees who left / [(Beginning + ending number of employees) / 2] x 100
Who, when, and why do they leave? – are the questions you should ask to paint a useful picture and analyze your turnover rate.

Why is it important to measure these metrics? Just answer this question: How can you improve something you cannot measure?

Reach out to us learn more.

Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) – a Deeper Understanding

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What is Recruitment Process Outsourcing (RPO)?

Have you heard about the latest way to find the top talent for your company? Recruitment Process Outsourcing allows companies to effectively reach the top and most appropriate candidates for job openings. RPO is a form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external provider. RPO, as it’s called, channels many avenues to measure and appropriately reach the right candidates. By having a set flow, or process, companies utilize the RPO approach and maximize all avenues for candidate searches and matches. RPO starts with a recruiting company, such as SourceMatch, providing a service to a client. SourceMatch then applies a step by step process for hiring and filling any workforce gaps. We start with an ATS (applicant tracking system), then reach out and advertise as needed, carefully target suitable candidates that need to be identified, then schedule interviews, assess skills and behavior matches, select the top candidates that fit the hiring needs, check background and credentials, then you hire the right candidate for your onboarding and orientation!

When does it make sense for a company to outsource their recruitment? What are the advantages of RPO?

It makes sense for a company to utilize Recruitment Process Outsourcing (RPO). Recruitment Process Outsourcing (RPO) is a good fit for companies that find themselves in a hiring bind. Has your company found itself in any of these situations… an immediate-need hire? A reorganization in the company? Customer complaints? Internal restructures? Reduction in costs? or large scale hiring needs? If you answered yes to any of these, RPO would make sense for your company and fulfill those requirements. Does your company have high turnover? Finding talent nowadays has become increasingly difficult and organizations have trouble identifying key personnel for their growth. Have you had similar challenges for any of your positions? We’d be glad to speak with you about how we can solve these challenges working closely with your team.

How is RPO different from traditional recruiting?

Recruitment Process Outsourcing (RPO) is different from traditional recruiting just as a partner is different from a vendor. Traditional recruiting consists of keyword searches, reading resumes, and skills, then handing over the next steps to the hiring managers. RPO is more concise, more targeted, and will allow the team at SourceMatch to act as an extension of your own, as we have a vested interest in achieving your recruiting goals. RPO allows a professional to effectively handle and fully manage the most practical and effective hiring steps. RPO concisely follows a flow or process and fully oversees the candidate hiring steps from beginning to end. We take from our experience of more than 25 years of international recruiting across industries, sectors, and organizations. SourceMatch will take on all and any of the obstacles that your company may face in regards to hiring barriers while working closely with you to develop a relevant pool of professionals.

What does the outsourcing process look like?

Recruitment Process Outsourcing (RPO) begins with the definition of your exact recruiting need. In some cases, organizations might have a challenge with finding candidates, while others might have too many on their hands that aren’t suitable. With a clear objective, we build a service that complements the client’s own resources and efforts. Any of the components of our RPO solution have analytics at their core. This provides our clients’ team with transparency to understand key performance metrics at any stage of the process. While having in place clear processes and goals, we know that the market isn’t static. To address changes in demand and complexity, SourceMatch has the ability to scale allocated resources so that our teams’ efforts can address the client’s needs proportionately. Beyond the technology that enables our Engaged Recruiting RPO, our teams have a strong emphasis on staying human with benefits to both client stakeholders and candidates. Software and processes can easily lead to a transactional approach, with direct negative consequences on the quality of the recruiting process. At the end of the day, however, candidates and hiring managers alike are people with aspirations and expectations. There is much more covered by our process that would be detailed in a Statement of Work as soon as we define this with your team.

How do you outsource your recruitment process to make it more efficient?

Recruitment Process Outsourcing (RPO) makes your company’s internal functions more efficient in many ways. RPO can offer benefits such as improved hiring time, increased quality of candidates, and the provision of verifiable metrics for the recruiting process. In today’s competitive marketplace, these factors can give businesses a significant competitive edge. Making the recruitment process even more efficient, RPO gives overburdened companies an effective outlet for filling job vacancies. By allowing SourceMatch to be your RPO partner, you free up time and resources that your company may use for internal functions and management stability. At the same time, whenever you experience peaks in demand for hiring, we devise a plan to temporarily increase the number of SourceMatch specialists working with your core RPO team.

The SourceMatch Engaged Recruiting model is the upgraded RPO of today’s dynamic market

SourceMatch’s Engaged Recruiting model will fit your hiring needs. We’ve looked at the traditional RPO model and gave it an upgrade, with the desire to constantly find valuable candidates that meet and exceed our clients’ expectations, rather than rely on volume recruiting. Whenever a customer decides to use our Engaged Recruiting RPO mode, we start with a conversation about your organization. We first discuss your needs to clearly define what is it that you need to succeed. We also map your company’s work culture and your open positions’ requirements. SourceMatch then incorporates that information in our talent mapping process, targeting certain areas and a specific number of professionals that meet or exceed requirements. We do this by differentiating between active and passive candidates using our unique tools and an extensive network of professional relationships. As for candidates, we start with a simple yet powerful question as we further want to identify whether they are suitable or not: “What are the next logical steps in your career?” Too many times recruiters have treated candidates as commodities, to the detriment of everyone involved in the recruiting process.
If we see there’s a correlation between what they’re aspiring toward and want for their career, then we continue to determine their aptitudes, reliability, cultural proximity, experience, and behavioral traits. Last but not least, one of the key traits that make the difference in the success of a professional is Drive. Will they drive themselves, others, and the company toward new heights? Candidates then complete a custom set of assessments since we want to provide you with an additional layer of information about who the candidate is beyond the resume. We present our top candidates to you after we have fully vetted the applicants. We also help with job offer design and delivery.

Engaged recruiting is about having everyone engaged at every step: defining the talent you need, finding top suitable candidates, vetting them, determining the select ones that stand out, and eventually working with you to onboard the professional that can make a difference. Throughout this process, we involve you with relevant communication via email, status briefings, and data analytics pertinent for effective decision making.

Some advantages of RPO include reduced costs, reduced turnover, reduced internal strain, healthier work culture, happier staff, increased productivity, better branding, greater access to resources, and improving internal functions.

Reach out to us for a quick discussion to find out how SourceMatch can utilize RPO to suit your needs!