The InPursuit Approach to Talent Acquisition

Our comprehensive approach treats each step as equally critical to success and is administered according to standards that assure the very best candidate is chosen in the most efficient and professional manner.

 

Phase 1: Discovery

As with any successful project it’s the initial steps that are most critical in the eventual conclusion of a successful search. In fact, if the time is taken at the outset of the search to determine the specific needs and plan strategically, the actual time from start to finish is reduced significantly. The steps of this phase are:

  • Meet with key members of company to obtain necessary detail
  • Develop Company and Position Profile
  • Develop Candidate/Qualifications Profile
  • Determine specific avenues for initial candidate sourcing

Phase 2:   Talent Pursuit

This is most intensive and critical phase of the search. Once a sourcing strategy has been determined and we relentlessly drive down these avenues, new directions and resources leading to additional candidates are discovered. An often underestimated piece to this phase is drawing enough interest with top talent to discuss a new opportunity while simultaneously determining fit. It’s in this phase where the art and science of recruiting intersect. The steps of this phase are:

  • Initial research to identify specific talent
  • Connect with current network of known talent and industry experts
  • Application of advanced technology and Web 2.0 sourcing techniques
  • Initial contact with potential candidates
  • Continual development of candidate pool

Phase 3:   Talent Assessment and Selection

Once a candidate is identified as a potential, there are multiple interactions with them via phone and in person. You’re not hiring a resume, but the culmination of training experiences, background, personality, desires and requirements. We carefully ‘dig deep’ into each individual to present you with only those closely fit your qualifications. The steps of this phase are:

  • Initial pre-qualifying phone screen
  • In-person assessment interviews
  • Presentation of qualified candidates
  • Candidate management
  • Coordination of interview scheduling
  • Administer additional assessments as needed (references, background checks)
  • Assist in determining compensation package