Recruitment

ATTRACTING EXCELLENT TALENT IS A COMPETITIVE PROPOSITION. It requires clearly defining the results that an ideal candidate will accomplish and then recruiting, screening and attracting talent that will do the job well.  Many companies don't realize their true potential for success because optimal recruitment requires sophisticated interviewing skills that are rarely taught to recruitment staff.  Recruiters might also not present their organization's work environment and opportunity in the optimal light to entice the best people.  FuturesQuest assists companies in improving their capability to address these critical issues. 

Developing a scalable recruitment system is of utmost priority in the development of your business. The reasons include:

• Cost - Recruitment and salaries are often the greatest source of revenue burn. Termination and rehiring costs of a 'bad choice' employee are preventable
• Legal - Recruitment issues are often the source of discrimination lawsuits
• Best Talent - You want to maximize your results and minimize your costs for recruitment spending!

Recruitment is one of the more complex administrative processes and is heavily influenced by state and federal employment law. It is very important that the process be efficient, cost effective and easy to administer in order to attract, process and select the best talent for your organization. Following is a list of the processes which make up a complete recruitment system.

• Identify Staffing Needs
• Create Position Descriptions
• Develop Recruitment Requisition Process
• Implement Low Cost/Effective Candidate Sourcing System
• Create Applicant Tracking System (investing in an expensive database is not necessary)
• Develop Recruitment Process, Procedures, & Applicant Flow
• Timely Applicant Response Systems to Promote Competitive Company Image
• Develop Monthly Tracking and Financial Reports (cost per hire)
• Candidate Assessment Tests
• Set Up Background and Reference Check Process
• Legally Compliant Candidate Offer Paperwork
• Closing the Deal
• Employee Retention

Candidate Selection

How do you select the best?

• You first must identify what requirements you have for a position and what type of experience, education, skills and competencies would make a job candidate eligible.
• It is important to create a position profile or job description with a complete description of the responsibilities of the job as well as competencies required
• It is important legally to use this document when assessing candidates and to document why you have decided to reject or proceed with specific candidates. In a nutshell, this documentation would help you prove in the case of a discrimination lawsuit that you did fairly evaluate candidates based solely on their capabilities for the job

Contingency & Retained Search

In addition to setting up your recruitment processes, several FuturesQuest advisors are specialists in both contingency and retained search for executives and mid level employees. We determine your search requirements and identify the best method(s) for finding excellent candidates for your specific positions. Because we are a boutique firm, we offer you flexibility in price and timeline and excellent, personalized service which is extremely hard to find in the larger search firms today.

Please call us to learn more!

Assessment Tools for Selection, Team Building, Conflict Resolution & Coaching

FuturesQuest offers a variety of assessment tools which can be used to identify those innate individual characteristics of candidates and employees which are highly predictive of their 'fit' and ability to be successful in specific positions.

Our executive assessment is used to measure the critical factors that contribute to or inhibit an individuals' performance, including their response to pressure and stress. From this assessment, we can select the best candidates for a position or predict, understand and modify an existing executive's behavior in order to coach them to develop the most effective response/outcome suited for their position and career. It also enables us to understand how executives with different individual traits and styles can most effectively collaborate and work together in leading their organization, particularly when under pressure.

National statistics estimate that a poor hire who must be replaced, will cost a company approximately twice that person's salary in lost productivity, recruitment cost and legal expense!

Our candidate and employee assessment predicts job success by matching candidates to the requirements of a particular position and includes a score indicating their suitability and probability for success in the target position. It also lists an individual's behavioral traits in order of predominance (needs vs. avoidances in the workplace) as well as task, interest and work environment preferences. These results reveal much more than what a candidate will 'sell' about themselves!

This is also an excellent tool to understand an individual's training and development needs as well as to analyze individuals' differences as the basis for team building.