TALENT ACQUISITION
Helping Hiring Managers Find the Right Talent
TALENT ACQUISITION FRAMEWORK
Analysis of Current Recruitment
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Discuss the company's current approach to recruitment and identify areas of improvement.
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Discuss the volume of recruiting needs and understand company policies and benefits packages for new hires.
Internal Review
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Meetings with Hiring Managers to understand culture and expectations.
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Reviewing and Updating Job Descriptions for accuracy.
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Comparing internal positions to maintain pay equity.
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Provide interview packets to ensure the organization understands the legal aspects and types of questions.
Launching External Recruitment
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Post on Indeed, Internal Companies website, Atwater Martin Website, on Linkedin as a post, and outsource to local colleges for QR code flyers at Job Fairs.
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After 5 days of no identified candidates, obtain company authorization to post on Linkedin recruiting (surcharge).
Identifying Candidates + Pre-Screening Calls
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Creating a Candidate pool to prescreen with questions derived from the job description.
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Identify at least five qualified and interested candidates to set up interviews with the hiring manager.
Interview Rounds
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First interview zoom with Atwater Martin with behavioral interview questions.
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Final interview in person with hiring managers with a tour of the office and meeting select staff.
Discuss Findings + Candidates
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Touch base with the hiring manager for the final selected candidate.
Onboarding
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Conduct necessary background checks and obtain all new hire paperwork.
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Once approved, plan the employees' first week by getting to know the company, team, and the role.
Personalized Training
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Work with the employee and direct manager to create a timeline for training to ensure talent retention and success.
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Follow-up meetings after 1-2 weeks with the hiring manager and new employee for thoughts and training progress.