• Proper network.  Are you cultivating people who can be helpful to you professionally?
  • Poor strategy.  Are you really looking for potential?
  • Questionable business identity.  Your brand, are you showing it off?  Unlock the value of showing off.
  • Candidate relationships are key.  Established near-term relationships can translate to successful future hires.
  • Show what your company / department objectives for the year.
  • What is making you attractive to potential employees?
  • Immediate reduction in recruiting costs.
  • Greater access to talent.
  • Efficiency.
  • Focused sourcing.
  • Building your online brand.
  • Demand forecasting.  Using current work, client activity, and forecast demand to improve accuracy.
  • Supply forecasting.  What tools are HR using for labor supply planning?
  • Matching demand and supply.  Putting it all together.
  • How clear is your understanding of your target audience?
  • Have I picked the proper channels?
  • Create clear, consistent content that can easily be adapted or repurposed to suit different media or channels.
  • Ensure your messaging is integrated.
  • Make sure your internal hiring team and the third party are working in sync!
  • Is my “Job Marketing” out of control?
  • Does my company have a “Calculated Approach” to achieving our hiring objectives?
  • Are we “Well-Coordinated” and using different promotional methods intended to reinforce each other?
  • Does my company need a “Real List” of people to contact?
  • Do we need a greater flow of applicants to our hiring team?
  • Do we need to highlight our company brand, while educating active and passive candidates about what we are doing?
  • Do I need someone else to work through the growing competition of fewer qualified candidates?
  • Lower than traditional recruiting costs.
  • Ultimately, program costs depend on the nature of your requirement.
  • Do I need to keep an ongoing presence in the industry.
  • To listen – we promise to listen to you.  Method Charlie cannot be successful without listening to our clients and acting on their feedback.
  • To be professional – professionalism and honesty remain our best policies and we will always stand by them.
  • To support you – with so many companies to choose from, one thing that differentiates us from other companies is our team.
  • Not long.  We’ll need customer information – details such as name, address, and contact.
  • We’ll need accurate details related to the job advertisement and/or company branding details.
  • A meeting will be required to determine an accurate target for First Screen assignments.
  • Yes!  We channel the effort where required.
  • Often used to determine whether to proceed with a formal search.
  • Executive search firms use our First Screen to “start their recruit”.
  • For those who admit “Ok, we don’t have the resources right now to get this done.”
  • Clients will use this to educate themselves on a broader candidate marketplace.
  • Clients use to develop pipelines in anticipation of evolving business needs, rather than for defined vacancies.
  • For those proactively developing talent pipelines against short, mid, and long-term goals.

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