Candidate Identification for Renowned Energy CompanyJanuary 15, 2015 | Author: Jen Iliff, VP of Marketing for Novotus
Novotus recently provided sourcing services to the largest energy infrastructure company in North America. The organization experienced substantial growth in the natural gas pipeline market which resulted in a hiring need of over 50 new positions for Pipeline Engineers and other related functions.
ReachingTalent, the research division and sister company of Novotus, was leveraged to provide over 400 hours of candidate name generation based on specific criteria. Using job requirements and the desired criteria, profiles were developed to generate lists of names to provide a starting point for sourcing.
For each open position ReachingTalent exceeded the submit goal. A total of 836 candidate prospects were provided to the company’s recruiting team to engage. Twelve phases of research were completed with a turn-around of about two weeks per phase.
Jump Start Recruiting
Handing recruiters a targeted list of candidates to call or utilizing these lists for social and viral marketing campaigns are keys to reducing time-to-fill. The deep-web research coupled with our best practices knowledge base enables Novotus/ReachingTalent to add valuable assistance to already established recruiting teams.
There are many benefits of partnering with a firm to provide sourcing services such as:
- enabling recruiters to focus on higher value activities including client/manager and candidate interaction.
- reducing time-to-fill by starting with a pre-qualified candidate list.
- higher probability of a high-quality hire. Starting with candidates who match a specific profile, results in an attractive and streamlined recruiting process.
- saving time by eliminating the need to sort through unqualified resumes and applications.
- lowering overall recruiting cost by reducing the need for postings and paid advertising.
- leveraging the knowledge base of a research team and best practices from hundreds of research requests.
In the simplest of terms, do you want your recruiters to start with a blank page or would you rather hand them a list of vetted names and say, “go get ‘em”.