Why Candidate Source Referral recruiting?

Building Private Talent Pools – The New Talent Acquisition Paradigm

Candidate Source Referral's (CSR) non-intrusive approach to sourcing passive and active talent through industry and social networking drives a faster, deeper development of your Private Talent Pool. The CSR's Talent Pool becomes a source of highly qualified talent that can significantly reduce both the time and cost of hiring. We identify potential top performers earlier in the process, increasing our clients hiring success rate and a proactive jump on their recruiting goals. Candidate Source can help you pinpoint your target audience using a number of powerful filters that include geography, company size, industry, and job title.

The EMAC Group provides a "Short List" of qualified candidates that includes all of their contact information and resume if received. All candidate have been pre-screen and qualified to meet the client specific criteria. The candidates have expressed an interest in our service by submitting an online profile or call our toll-free number. The EMAC Group gathers the data and directly contacts each candidate, verifies the information and confirms their interest in speaking with our clients directly to hear more about the clients opportunity.

Our search consultant will forward the client information and a copy of their profile to the candidate and cc. (carbon copy) a copy to our client for their review.

The Process

By utilizing CSR, clients are able to maximize their savings on staffing needs while keeping their hiring costs stable. We represent our client’s interests first, work as a sourcing partner behind the scenes identifying and pre-qualifying candidates for your open positions.

Under a CSR Contract, each client’s staffing needs are analyzed and determined. A pricing structure is set in place and agreed upon for all positions. Our time-tested CSR recruiting process involves ten key steps:

1. Making sure we understand your business, culture, competitors, challenges, expectations, concerns, and strategic objectives for the search
2. Helping you expand your pool of qualified candidates using our proprietary database and a variety of discreet, unconventional direct recruiting strategies
3. Presenting you a preliminary set of "hot candidates" to ensure we're in agreement about what constitutes a "qualified" candidate
4. Pre-qualifying, pre-screening, and pre-closing both top candidates and backup candidates via our own research and initial phone interviews
5. Providing you detailed reports on the short-list of Ideal Candidates we've determined to be best qualified and most interested
6. Recommending next steps and other action items
7. Assisting with your internal selection process, interviews, and benefits negotiation process, as needed
8. Facilitating a transition strategy and monitoring the candidate's progress in the interview process
9. Delivering full documentation of the process, including a complete database of candidates considered, market compensation data, and a record of our research results and conversations
10. Following up to assure total satisfaction

We employ a highly innovative blend of recruiting strategies, applying the best techniques of both recruitment research and executive search firms to deliver:

• Not just more candidates, but more Ideal candidates
• Not just qualified candidates, but fully pre-qualified, pre-screened, and pre-closed candidates
• Not just a list of candidates, but a detailed report on candidates you can close quickly
• Not just the right candidate, but the complete database of candidates considered
• Not just new recruits, but full-cycle recruitment support system

How this Works for the Client?
In a typical week, our search consultants pre-screen 80 prospects and pre-qualify 40 candidates. Of those qualified candidates, typically 16 to 20 candidates would be advance to an interview and a prospect-to-interview ratio of approximately 50%. With pre-qualified candidates, the interviews were shorter, and more qualified candidates could be interviewed. As a result hiring managers now able to evaluate up to 20 pre-screened and qualified candidates per week. Of those, six to ten would go on to become successful hires.

The success rate of candidates interviewed soared from 30% to more than 50%. The True Related Benefit of six to ten net hires per week and a "short list" Talent Pool of ten to fourteen per week.

The EMAC Group provides highly specialized contract recruiting services to supplement your existing staffing function. Using a targeted recruiting strategy, we help your organization implement a cost effective program that lowers your cost-per-hire, minimize the impact of employee turnover, and positions a solid foundation to build an effective employee retention program.

What is the EMAC Difference?
The EMAC Group integrates the traditional search practice utilizing direct recruiting strategies and candidate sourcing research services. The result is the creation of a new baseline in "Ideal Candidate Generation". Our competitive intelligence gathering capabilities with executive search values, consultative techniques, and follow-through.

Who needs the EMAC Difference?
If you're looking to fill sales or management mission-critical position quickly or the confidential replacement search.

How is this kind of assignment different?
For the clients that cannot afford to hire mediocre or even above average candidates for critical positions; they need to recruit the best and the best, most experienced, high-performing industry professionals. The high-caliber candidates rarely look for a job, they are pursued by executive recruiter or directly by industry competitors. They're not likely to post resumes on job boards or responding to ads. Their employers are doing everything they can to keep them. So their not likely to be found by the methods most recruiting agencies use. We assure the Ideal Candidates that they can investigate a career opportunity in confidence and without risk to their current situation.

What does the EMAC Difference look like?
The EMAC Group delivers more than a list of names and stack of good-looking resumes. It's not enough to us that a candidate "look" like a good fit on paper. The EMAC Difference is in our hybrid approach and "Corporate Branding" skills. We use research to generate many great leads, but we only recommend candidates that we have personally tracked down, determined to be a great match in qualifications and experience, and screened based on the degree of their interest and readiness for making this particular career move.

What do we mean by Corporate Branding?
Corporate Branding is a strategy that position your company and opportunity accurately in the best light. Achieving sufficient interest and trust of ideal candidates to close the deal requires careful representation and skillful communication at every step in the process, from how you approach them initially, how often and what kind of information we share at each stage in the process, what kind of emotional vibes they give off or fail to give off, how well they follow up and follow through. The end result is the net value candidates place on your short list of Ideal Candidates.

Create a Recruiting Campaigns - Promote Your Company with a true "Client Showcase"!

There are good reasons to engage us in this way and they are outlined in this separate article – 'Why Engage Us Exclusively' For more information, please contact us to start your search today!

Search Assessment Options

The EMAC Group offers a variety of search options that can be individually customized to specifically meet each client’s executive recruitment needs. The most common executive searches include:

Retainer / Executive Search The Retainer option is used primarily when a position must be filled within a specific period of time. The EMAC Group provides an extended guarantee and executive candidates are presented to you on an exclusive basis. We guarantee an agreed-upon number of in-person interviews.

Engagement / Executive Search The Engagement option is for high-priority positions and is typically utilized for sales, marketing, and middle-management staffing needs. An engagement fee is required to begin the search, with the final payment due on the candidate's start date. We guarantee an agreed-upon number of in-person interviews, and provide an extended guarantee.

Contingency / Executive Search A Contingency search may be used for ongoing openings, typically for Sales staffing. Payment is due upon the candidate’s start date and there is a 30-day replacement guarantee.

Executive Search We work on a contingent or retained basis, and our search begins by identifying relevant executives and professionals in the local area, which means heavy exposure in the local market and thus strong candidates often without relocation. All Executive Search Fees are based on the level of service needed to fit your needs.

The EMAC Group continually develops new recruiting strategies, tools and methods to enhance overall recruiting efforts. Recruiting is a core part of our business. We make every effort to attract the best candidates available in today’s market and have adopted a unique and multi-faceted approach to recruiting.

For more information on our free job postings - free employer resources or Candidate Source program, please contact us to start your search today!