We Help Employers Hire Top People Through Customized Digital Recruitment Marketing

Step 1 – Develop a Performance-outcome job description.

Create KPOs (Key Performance Objectives) that are complementary to a traditional skill and education-based job description. Identify what on-the-job success looks like in terms that appeal to high-achiever people.

Step 2 – Build an EVP (Employee Value Proposition).

Agree on a persona for the ideal candidate that addresses market position, competitive landscape, organizational structure, corporate culture and key reasons why someone would want this job.

Step 3 – Develop the Compensation and Benefits Package.

Reach agreement on basic salary, and any additional cash-based incentives. This might include bonuses, and commissions based on performance. Include non-cash benefits such as stock options and other benefits that aligns with the job.

Step 4 – Create a Search Strategy Using Digital Marketing Recruitment

Compile a targeted list of sources most likely to identify appropriate candidates. These sources include networking with industry contacts, executive level contacts, and customized Digital Recruitment Marketing system.

Step 1 – Identify potential candidates using achiever strategies.

Deploy our Digital Marketing system to deliver the EVP message using a multi-touch strategy.

Step 2 – Interview and assess potential candidates.

Carl Bradford assesses candidate credentials, motivations, and career objectives and relevant achievements based upon performance based KPOs to ensure candidate can deliver critical job performance expectations. Look for a 30% non-compensation gap. Document assessment using Talent Assessment Scorecard.

Step 3 – Narrow the candidates to a ‘short list’ of Semi-finalists.

Top candidates are selected that our client’s culture and leadership style and whose past accomplishments best align with the exacting standards established in the KPO job description.

Step 1 – Present candidates to our client using our Talent Assessment Scorecard.

Provide client with pre-qualified candidates ready to engage in a serious career discussion with our client.

Step 2 – Schedule client/candidate interviews.

Coordinate logistics of interview process, including pre- and post-interview briefings with candidates and clients.

Step 3 – Work in Partnership with our client to select finalist candidate.

Consult with client to narrow down “short list” to finalists.

Step 4 – Complete reference checks.

Assist our client with candidate reference checks contacting supervisors, peers, customers and direct reports. This includes verification of performance against job KPOs.

Step 5 – Conduct pre-offer preparation.

Reconfirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance. We facilitate any negotiation on offer terms until agreement is reached by both parties. Official written offers aren’t made without verbal acceptance.