Candidate Pipeline Development™ Services

Candidate Pipeline Development™ (CPD™) or Sourcing Process Outsourcing™ (SPO™). A business process outsourced service for the front end staffing work that needs to be done to locate, identify and pre-screen candidates, ie Candidate Sourcing or Candidate Research. Over the past 5 years there has been a paradigm shift in the way companies perform the staffing functions within their organizations. As companies begin to ramp up their hiring again they are finding that the old way of finding and attracting the best candidates in the market is just far to time consuming and cost prohibitive.

HTC has created Candidate Pipeline Development™, our turnkey candidate sourcing/candidate research solution to assist staffing departments fill their pipeline with best possible candidates; those candidates that are working for your competitors. We implement a full scale strategy to locate, indentify and pre-screen candidates from both the active and passive candidate markets. We use the internet and tried and true phone based recruiting techniques to locate those hard to find candidates. Rather than worry about finding the right in-house sourcer, let HTC’s team of researchers put their 13+ years of active and passive candidate sourcing experience to work for you as your offsite virtual sourcer.

When you engage our Candidate Pipeline Development™ service you are really getting 4 experienced researchers for the price of 1. You get 1 phone sourcer, 1 internet sourcer, 1 pre-screener/profiler and 1 project manager.

Once you’ve engaged, our expert professionals begin work immediately. Our project management process is outlined below.

HTC’s Candidate Pipeline Development™ Project Management Process:

On-Boarding of projects 5 objectives of the conference call to on board new projects from a client

1. Obtain minimum requirements for the project
2. Define who the Recruiter and Hiring Manager are for the project and get their contact information.
3. Establish a day for the weekly reports to be sent out to coincide with their weekly staffing meeting. (1 -2 days before their internal staffing meeting)
4. Establish a weekly conference call date with recruiter to disposition candidates, review project status reports and target analysis reports. (1 -2 days after Disposition Reports go out)
5. Communicate Rules to Disposition Candidates and time frames to do so.

Weekly Reports for Candidate Pipeline Development ™ clients

1. Candidate Disposition Report – Gives status of all candidates submitted to client, their feedback and where the candidate is in their process.
2. Weekly Activity Report – Lists HTC Statuses and Activities of all candidates on all open job requisitions and summarizes them in one weekly updated spreadsheet.
3. Project Summary Report – List of all open job requisitions that HTC is currently working on your behalf, a priority listing and status of Resolved/Unresolved Names, Profiles and Status Dates.
4. Target Analysis Report – List of targets for each project and an analysis of candidates obtained from each and their summarized statuses. Outlines the number of identified, qualified, not qualified, not interested and not qualified candidates from each target on each job.

Weekly Conference Calls
To be done by an HTC Project Manager or Account Manager, and the Client .
During the call the following should be discussed

1. Candidate Disposition Report – Obtain status of all candidates sent over in the previous week. Update the Candidate Disposition Report as you go and send to client at end of the meeting.
2. Weekly Activity Report – Were there any candidates on the report that we DQed, NQed that they would like to speak to anyway? This is an opportunity to throw candidates up against the wall to see if they will stick. It’s also an opportunity to review minimum requirements and any hurdles we are having in identifying qualified candidates. Are the min reqs too tight, do we need more targets etc?
3. Project Summary Report – This gives a listing of all projects for that Client that are currently being worked on by HTC. Review any High Priority jobs and potential job specification changes that may have occurred in the past week.
4. Target Analysis Report – This may not be needed until further along in the project but by week 4 this should be a standard report during the conference call. Do we need more targets? Have we fully penetrated the targets we have?
5. Client Feedback – How are we doing so far? What would they like us to do better? Where can we improve? Do they have interviews? Are they happy with the candidates we’ve sent to date? Are there any Action Items that the Client wants us to work on. Do we need to provide them any specialized reports etc?

For over 13 years HTC Research has helped companies develop effective staffing strategies which get results and we can help yours as well.

The process is the same whether you need to hire for 10 positions or 100. And HTC has the experience to put a staffing strategy together with you that will compliment what you already have in place or you can let us revamp your entire staffing model. Let HTC create a staffing solution that will fill your candidate pipeline and reduce your costs to hire the best candidates in the market.

Call today to see how CPD™ can work for you! (888) 499 4482

Information

If you would like additional information on the services HTC Research provides, please contact us at info@htcresearch.com

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