Engaged Search: Our Enhanced Service Offering
Priority, attention, and care
When it comes to finding new hires, there are generally two search
approaches, Contingent Search and Engaged Search. Contingent search, or passive
search, involves putting out a job advertisement and waiting for applications
to come in. Contingent Search usually finds the transient employees who are always
job hunting.
Engaged Search, on the other hand, provides access to the
passive candidate market that makes up roughly 80% of job seekers. Those who,
if presented with the right opportunity, would look at making a move. Our team
finds those individuals and starts those conversations. Working with engaged
employees means we are continuously finding A players who are great at what
they do, want to work, and who would be an asset to any organization. We call
this approach Engaged Search, because our recruiters actively source, contact,
and qualify candidates through a variety of channels and assets that we have
access to.
Specialized Recruiting Group’s Engaged Search Model provides
a different level of service. We are uniquely equipped to help you find the
highly skilled talent for your business needs. We invest in advanced training
on the latest technologies and techniques to identify and recruit top-level
candidates and take a proactive approach with dedicated specialists who recruit
active and passive talent. Our specialized recruiting methodologies allow us to
attract a level of talent our competitors can’t match. Because of our dedicated
focus on highly specialized professionals, we not only seek out top talent;
they also seek us.
Top Benefits of Engaged Searches
- Access to active and passive talent
- Ability to source, recruit, and qualify hundreds
of candidates
- Expert representation of your company and
candidate throughout the hiring process
- Weekly updates on progress of the search
including market trends
- A 92% success rate in placing a qualified candidate in the role
How we can accurately represent you
In order to represent your organization accurately during
our candidate search, we intentionally get to know the role, the culture, and the
managerial expectations. The following is an example of some of the questions
we would ask to get to know your organization.
- What is attractive about the company?
- What is attractive about the position?
- Company Culture/Environment/Dress Code?
- What would the career path or next position be?
- Tell me about the hiring manager’s background as
well as their management and personality style?
- What are three key responsibilities of this position?
- Describe the role this person will have in the
company?
- Describe a typical day for the person in this
role?
- What are the strengths and weaknesses of this
team?
- What impact does this role have on the organization?
- 30/60/90 Day Expectations?
- One year from now, what will the success of this
role look like to the individual and the organization?
- What skills are required?
- What software/application knowledge is required?
- What experience is required?
- What level of education is required?
- What other qualities are required (culture fit)?
- What position might a qualified candidate
currently hold?
- What are five questions you would use to screen
a candidate for this position?
- Compensation and Benefits
- Salary range
- Holidays
- Benefits
- Job Specifications
- Workdays/hours
- Hiring Managers information
- Hiring process
Engaged Search Service Fee
Our Engaged Search service fee is equivalent to a percentage of the candidate’s annual salary (position dependent). This fee ensures that our dedicated recruiting specialists can devote the time, resources, and personalized focus necessary to fill the role with a quality candidate with the experience and culture fit you are looking for.