“We started our collaboration with SourceMatch during the summer of 2016. Our first collaboration began with blue collar positions afterward we continued with other positions.
SourceMatch’s employees were very flexible and always confirmed the understanding of the candidate profile to ensure the best match. We were constantly informed regarding the status of every recruitment project and the team proved professionalism in their approach. SourceMatch will most probably be the first recruitment agency we contact whenever we need extra help in recruitment of some targeted positions.”
FAIST Mekatronic Mechanical or Industrial Engineering
Company
FAIST started operating in 1978, in a town at the border of Umbria and Tuscany. It all began from the artisan experience of its founder which is soon directed towards the manufacturing world. The growth of this business leads to the creation of an industrial group which is focused in the production of components and assemblies for a wide range of industries.
FAIST today consists of 5 Business Units and 32 operational sites worldwide, where most advanced and innovative production technologies are applied.
Challenges
Volume recruiting for blue collar roles and mapping for skilled engineers to sustain an aggressive growth in one of their business units.
Solution
We used a variety of sources for this: proprietary database, specialty forums, associations, job portals, social media etc. We worked with our client to diversify the existing pool of candidates and ensured a consistent rate of candidate presentations.
Results
We successfully placed candidates and also provided metrics to our client regarding the project that helped with their approach to potential employees.
Flair Flexible Packaging, United States, Canada, Mexico, Asia
Flair Flexible Packaging Manufacturing, Packaging
Company
Flair Flexible Packaging Corporation is a global resource for innovative packaging solutions, with operations in Canada, United States, Mexico, and Korea.
Challenges
The client is expanding across multiple regions and functions that it had no knowledge of in terms of talent pool, and needed a fast recruiting solution.
Solution
We identified the talent pool for the roles needed to be filled in Latin America, the United States and Canada, engaging in a proactive recruiting process.
Results
By finding the best strategies to adjust to the market trends – which made most of the roles challenging to fill – we exceeded the client’s needs and expectations. Subsequently, besides filling the initial roles, our results determined our client to create new opportunities for the additional oustanding candidates.
Industry
Manufacturing, Packaging
Function
Sales, Customer Support, Operations, Human Resources, Accounting
“We appreciate their efforts, professional communication, pro-active thinking and definitely results that help us serving our costumers!”
CEO, Founder Staffing and Recruiting
Company
Our client offers the very best professionals that are successful in the current market conditions. They are valued proportionately and are therefore often not actively seeking. Our client offers the opportunity to actively look for these professionals through flexible employability of their recruitment specialists. A long-term relationship with successful professionals delivers the highest return. That is why our client gives you insight into the growth potential and helps you develop this potential.
Challenges
Extending the recruiting team for on-demand projects with minimal costs.
Solution
We dedicated a team of recruiting specialists that would focus exclusively on our client’s projects in order to map for talent across the Netherlands.
Results
The collaboration developed from an one time collaboration to a several years partnership.
Stephanie, Premier Tech Industrial Automation, Farming, Environmental Services
Company
Premier Tech has been growing its leadership position globally for 95 years, driven by the collective power of its 4 200 team members in 25 countries. Leveraging its human capital as well as a deeply rooted Culture revolving around innovation and excellence, Premier Tech focuses its efforts in three core industries: Horticulture and Agriculture – greenhouse production, agriculture, and lawn and garden; Industrial Equipment – rigid and flexible packaging, material handling, and palletizing; and Environmental Technologies – wastewater treatment and rainwater harvesting. Committed to the long-term success of its clients, Premier Tech today records sales of nearly 723 million dollars, backed by a strong manufacturing and commercial expertise, a far-reaching entrepreneurial approach and a quarter century-long track record of solid growth. Expansion into a new country is always new territory, hence Premier Tech partnered with the SourceMatch recruiting team to navigate the talent pool in Latin America to support their ambitions of growth.
Challenges
Identify a Sales Executive in Latin America where the client is expanding. The client had no previous reach for talent in the targeted market and needed quick results.
Solution
We mapped the talent pool available and we selected the qualified and available candidates. We used a variety of sources for this: proprietary database, specialty forums, associations, job portals, social media etc.
Results
We managed to match the role with a candidate that was by all intents and purposes overqualified for the role but who was willing to consider the job opening. This allowed the client to hire a better candidate within the same budget and address their future plans of expansion with a more skilled team.
“The SourceMatch team was a perfect fit! I was delighted to see SourceMatch’s team commitment, passion, creativity and drive for excellence.
Our partnership and trust grew, and over the time we extended the outsourced positions. We, at International Insurance could not be happier with their work!”
Gaius, International Insurance Group
Insurance
Company
International Insurance Group is a leading Ohio based insurance brokerage company that help protect protecting their clients’ auto, home, business and family. IIG is one of the few companies that takes pride in their business and strives to be relationship specialists, by overcoming language barriers and providing with the total insurance solution for all client needs.
Challenges
With expansion comes new volume of work that requires flexible access to talent. Demand is variable and maintaining a sound financial structure, without sacrificing the quality or speed of service becomes crucial. How would a small but fast growing company access “on/off” outsourced talent?
Solution
Our solution was to select and employ a team of up to 6 professionals that would act as an extension to IIG’s staff. The team included Inside Sales Representatives, Customer Care and Finance & Account Professionals. International Insurance Group retained SourceMatch to support multiple stages of their growth across a timespan of 3 years.
Results
IIG ran multi-lingual outreach campaigns, was able to respond in a timely manner to all customer inquiries and deploy new processes for its developing operations and financials.
“I have been extremely pleased and impressed with the services SourceMatch has provided to New Life Children’s Center. For the first time in my tenure and in recent years, New Life is fully staffed and we are now turning potential applicants away because we don’t have any more full time direct care positions! They have delivered on their promises and they have far exceeded our expectations. The employees with SourceMatch are professional, always available to check in and have worked extremely hard to help us meet our goals. I love the smart reports that they produce as it gives you an idea of the applicant prior to their actual job interview and helps you really tease out and screen your applicants thoroughly. I am a fan and really enjoy working with this company!”
Jacob, Upbring
Children Foster System
Company
The team at UpBring’s New Life Center is changing the lives of girls that have gone through difficult situations and backgrounds. These girls are warriors and survivors. Each girl who comes through the Upbring residential programs brings their own dreams, talents and abilities, and it’s their joy to provide them a safe place to grow and thrive. Often during the healing process, girls discover special interests and talents and begin to live a healthy lifestyle. Many girls are either reunited with biological family or connected
Challenges
UpBring faced a very competitive talent market in and around the New Live Residential Center. As the Upbring team was focusing on running an efficient organization, getting enough Direct Care Specialists in place in a timely manner proved to be a challenge.
Solution
The SourceMatch recruiting team out together a dedicated team that enabled the creation of a regional direct care specialists community aroudn the New Life Center location. This allowed the recruiters to rapidly reach out to candidates that had a passion for direct care, that were available and qualified to work.
Results
Within less than 6 months, 33 new Direct Care Specialists joined the UpBring New Life Center in Texas.
“We have had the opportunity to partner with the team at Sourcematch on a number of occasions. On our most recent engagement, I was impressed with, among other things, the speed of execution on the part of their team. As a result, we exceeded the client’s expectations and that’s always a good thing! Doing so will continue to open doors for future projects with this key client.”
Scott, Qualigence
Staffing, Information Technology
Company
Qualigence is one of the top recruiting companies in the United States and a SourceMatch long time partner as we tackled complex recruiting engagements. Starting from similar values to excellent collaboration, Qualigence and SourceMatch always focused on exceeding expectations of the client in common projects.
Challenges
Deliver short-notice, cost effecitve and limited time projects, through a temporary team with similar work ethic.
Solution
Dedicated teams of 2-4 recruiters that could join an existing team at Qualigence to extend research, recruiting efforts and reach in a short time period
Results
Quantifiable results, seamless collaboration, and transparent communication. All of which using different ATS/CRM platforms.
The interview is not only the employer’s chance to meet the candidate but also for the candidate to know more about the company he is looking work for.
In order to get a good understanding of the interview and know exactly what to expect from it, there are a few questions that could shed some light:
What are the prospects for career development at this company?
Besides the salary package, you want to know what’s the best way you can advance in this position you are applying for. Some companies have formal programs to help employees develop their careers. When you ask about that, it will help you make a good impression, as you showcase that you are forward-looking and not only focused on the immediate. Great companies will be interested in helping you grow, something that will contribute to the entire organization’s growth as well. However, you must also be careful as career advancement, in this case, could jeopardize the interviewer’s position if it happens they are the hiring manager. Oops!
What are the biggest challenges for this position?
Be curious and prepared. Any information you can have in advance about the job will enable you to think of potential challenges you might have and whether you want to tackle a job like this. There will definitely be others along the way, but the sooner you know what to expect, the better prepared you can be. By the same token, the challenges you might face could be critical to your success on the job. It is key that you know them before you start working so you can think proactively how to tackle them.
How would you describe this company’s values?
Working for an organization that doesn’t share similar values to yours might cause a lot of friction. Why is it important to know the company values? Imagine yourself working for a company that doesn’t value contribution and ideas from its employees, but you are a creative person who can bring to the table a lot of ideas and availability to implement them. Inevitably, you will end up feeling frustrated not being able to voice your thoughts. Some values you could also think of honesty, win-win mentality geared towards the client, caring for employees, impact to communities/social responsibility, etc.
What are the company’s plans for growth?
A company that doesn’t have plans to grow is a place where your own chances to grow drop. Employees at all levels need to be aligned with their companies’ larger goals and its vision. Anything less and that would pull the company and its staff in totally different directions. Ask for an explanation of the vision, and mid-long term goals of the company (some of these will be available on the website). Great companies will have a clear red thread between their reason to exist (vision) and their development strategy. This means that they care about everything in between, and that includes you! Your growth and development plan need to be a priority.
5. Who are the people inthe team or outside the team that I’ll be working with?
This is a question that will probe the recruiter or hiring manager’s understanding of the role. A well thought out recruiting process takes into account all the moving pieces that will ensure the success of the right person to take that role. It will give you an idea about whether this is a role that contributes to the success of a specific team or has more of a floating role based on expertise that’s useful in various project teams. It might give you an idea about the kind of manager that you’ll have too.
Think ahead. The more you know about a position and the company you will be working for, the easier it will be for you to be in the right place. At SourceMatch we believe that the best candidates don’t accidentally land in the right roles. It takes concerted efforts to achieve the right fit that everyone can win from.
Technology plays a crucial role in advancing efficiency and financial results. According to the 2017 North American Staffing & Recruiting Trends Report, technology adoption is unsurprisingly high: 64% of North American staffing firms use an applicant tracking system (ATS) to track candidate activity and 60% use a customer relationship management (CRM) system for business development. Recruiters want to work smart, not harder. At SourceMatch, it’s this philosophy why we use CATS as our applicant tracking system for all of our recruiting processes.
CATS helps us save time, organize better and structure our recruitment operations in little time. When one of our clients needs 5 new hires in the management department within a short time frame, we trust the automation CATS provides to hire the right people in an efficient manner.
The recruitment workflow in CATS is streamlined and helps us shorten the time it takes from receiving an order to presenting the hiring manager with the best candidates – a huge benefit in the recruiting industry. It’s easy to track and manage candidates through the recruiting process so that team members can see the most up-to-date statuses and quickly move forward with the next interview, the offer, or whatever the next step in the process is.
Thanks to its user-friendly interface, custom dashboards, and numerous integration options, CATS quickly becomes something that just makes sense to us (including our new hires). When we do have a question, we can rely on CATS’ support team for the assistance we need, when we need it.
Many recruiters work on a regular basis with Excel or Google Sheets. Though these do work for simplistic tasks (detailing project status, defining task types, etc.), they lack the intuition of software built for recruiters. CATS is customizable through workflow optimization, job orders dashboard and many more productivity and analytics features. CATS also post your jobs on several job boards (free and some paid) which helps with attracting talent. It is a software built by recruiters, for recruiters, and it shows.
Recruiting has its challenges, but the fact that each experience is different in and of itself helps us improve and become better at what we do. Our experience taught us that regardless of the type of work we are doing, we must always use the right tools in order to succeed. For SourceMatch, CATS is not only the right tool, but it’s also the applicant tracking system we recommend to anyone for their hiring needs.
Red flags are the absence of an early warning system. Of course, the obvious problems are consequences/effects of deeper causes and require reactive solving.
A strong recruiting process, like any business process, can only work well if it’s built with all its stakeholders’ interest in mind: Recruiter (recruitment company), the hiring manager (internal clients or external client company) and candidate – in this chronological order.
When any of the stakeholders are not given enough attention during recruitment you may see scenarios such as:
The recruiter is under a lot of pressure from the client to deliver, cuts corners in the candidate selection process. The client will receive a candidate whose qualifications are at best short of their need. The candidate will have her or his hopes high, expecting the “opportunity of their career”. The recruiter will live with the impression that he’s done a great job for the time he’s been given to find a candidate.
The client makes a recruitment order for a new role with the recruiter and picks a standard job description off the internet. The recruiter might look for a purple squirrel candidate that might not exist, or best-case scenario fits the internet’ job description instead of the real needs of the client. The candidate feels she’s a perfect fit and is surprised during the interview when the client brings up all sorts of questions that are beyond the “internet job description!”
Candidate interviews with the recruiter and provides basic answers to the vague questions that the recruiter asks. The recruiter is unbelievably happy that the candidate is a “perfect match”. The client interviews the candidate and is dumbfounded when they ask the candidate to elaborate on their experience.
These are just some examples, but in our experience, at SourceMatch there are a few guidelines for recruiters, which will help everyone in the process win. Here’s the early warning system for recruiters:
Get to know your client, their trade, their culture, values, the hiring manager, the team where the new hire will work in, tangible and intangible factors, must haves and nice to have. Set the expectation early on with the client that you expect them to “help you” understand who they are and who they are trying to hire. The Job Description is at best 50% of all useful information. Once you have all info, ask the client to confirm in writing that there’s nothing left unsaid about their expectations for the new hire (in essence, that you understand well what they need).
Always strive to exceed client’s expectations when it comes to due diligence for the candidate’s qualifications, experience, skills, behavior, performance, etc. Ask meaningful and detailed questions of your candidates. Ask for real-life examples. Let the candidate know that it’s the only way they can present themselves in a unique way.
Be transparent and honest about the job when you speak with the candidate. If it’s a parallel move for them, don’t make it sound like it’s something else. Be open and let them know of the advantages and challenges of the role at the same time. If they are at a different point in their career than what you expected, don’t oversell the position. Same can be said with candidates that miss the mark on the client’s expectations.
If a client has unrealistic / hard-to-meet expectations regarding the speed of recruiting or available candidates in the talent pool, you must speak up! You need to act as a consultant to the client. Because you are the expert of your trade, you will have unique perspectives that have been tested and validated throughout tens or hundreds of recruiting engagements.
When you present a candidate to the client (ideally over the phone or in person), make sure to show clearly why they were selected, and to what degree they meet/exceed the expectations that were agreed in the first place. Don’t just present a resume, but also let the client about your thought process. This is a tremendous opportunity to act as a consultant to your client.
Time and information will break you regardless if you are disciplined or not. That’s whyyou need to have a system – an applicant tracking system – to follow through your process and to keep you on track, remind you about upcoming calls, meetings, deadlines, tasks, etc.
Always follow up with candidate and clients with regular updates, even if they are negative – i.e. a different candidate has been selected following the in-person interview with the client. When you don’t communicate in the recruitment process, stakeholders will assume the worse.
You may start with these 7-steps early warning system and develop your own version, but thinking proactively about everything that can go wrong will prepare you for most of what can go wrong.
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