Why to opt for
Address challenges in talent acquisition: resource drains, scheduling inefficiencies, and a need for enhanced recruitment coordination expertise.
Improve scalability, technological proficiency, and the candidate experience in internally managed processes.
Mitigate challenges during global expansion efforts to reduce strain on existing systems and processes.
In light of these challenges, a strategic and streamlined recruitment coordination process is essential.
We have worked with Braves Technologies for the past 12 months, and Quentin is lead consultant for their Talent Sourcing Services at Rent-A-Sourcer. This has been a very successful service, delivering Fabric Group an ample supply of pre-validated candidates, many of whom have been converted to permanent or contract roles with us.
Quentin has always been very responsive, adaptable to priority changes, and has a good rapport with the candidates and our in-house recruitment department.
Chief Operating Officer, Fabric Group
Transform your organization's recruitment strategy with our dynamic Recruitment Coordination services. We don't just support recruiters; we amplify their impact, allowing them to strategically focus on talent acquisition while guaranteeing a seamless and positive experience for both candidates and hiring managers.
Witness a revolution in efficiency as our expert team seamlessly orchestrates virtual and in-person interviews, guaranteeing timely follow-ups with hiring managers. We elevate ATS management with strategic finesse, revitalizing candidate engagement through impactful newsletters and proactive warmth maintenance.
Save a remarkable 35% of the time on interview scheduling and close more candidates!
How it works
We simplify your recruitment process by expertly scheduling virtual and in-person interviews, ensuring a seamless and efficient experience for both your team and potential candidates.
We efficiently manage your Applicant Tracking System (ATS), providing a centralized hub for streamlined candidate tracking and data-driven decision-making. Additionally, we excel in rediscovering potential candidates within the ATS, maximizing the value of your talent pool.
We take the lead in maintaining communication momentum. We proactively follow up with hiring managers and candidates, ensuring that everyone is on the same page and moving forward in the recruitment journey.
We breathe new life into your talent pipeline by re-engaging identified potential candidates within the ATS. Our approach includes running impactful newsletters and strategically positioning job postings to keep candidates engaged and warm, contributing to a robust and active talent network.
Leveling up talent sourcing for everyone
Enjoy the flexibility to scale up or down the service utilization as your needs evolve, ensuring a tailored and adaptive approach to your requirements.
Experience the ease of exiting the service, allowing for a smooth transition or discontinuation as needed, without unnecessary complications.
Frequently Asked Questions
Q1. What's the difference between talent sourcing and talent prospecting building service?At Rent A Sourcer, talent sourcing involves a comprehensive process: Source, Outreach, Qualify, and Schedule. We actively engage potential candidates, ensuring they meet your criteria and are ready for the next steps. On the other hand, talent prospecting focuses on building a curated database of potential candidates and their contact information. In this service, we don't reach out to the candidates directly, providing you with a valuable resource for future hiring needs.
Q2. Why is a talent pipeline important?A talent pipeline is crucial as it reduces the time and cost of hiring, enhances the quality of hires, boosts employee retention, and fosters a more diverse and inclusive workforce.
Q3. How do I build a talent pipeline?Building a talent pipeline involves identifying your talent needs, developing a strategic sourcing plan, creating a robust candidate pool, nurturing relationships with potential candidates, assessing and selecting candidates, and effectively onboarding and developing new hires.
Q4. What are some best practices for building a talent pipeline?Best practices for building a talent pipeline include early planning, utilizing diverse sourcing channels, establishing connections with educational institutions, leveraging social media for recruitment, implementing a robust employee referral program, and employing data-driven decision-making in pipeline management.
Q5. How to identify the right talent for your organization?Identifying the right talent involves clearly defining your organization's needs, aligning candidate skills with business goals, and employing a thorough evaluation process during recruitment.
Q6. How to use technology to build a talent pipeline?Leverage technology by implementing applicant tracking systems, AI-driven tools for candidate screening, and data analytics to streamline and optimize your talent pipeline.
Q7. How to measure the success of your talent pipeline?Evaluate the success of your talent pipeline through metrics such as time-to-hire, quality of hires, and employee retention rates, ensuring continuous refinement for optimal performance.