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What to look for in a good recruiter:

    Employment Consultants - How to find a good recruiter
  • Professionalism and integrity
  • Attentiveness and responsiveness
  • In-depth market knowledge
  • Professional credentials and training
  • Strong recommendations from the business community
  • Commitment to confidentiality
  • Ideas and actions to help improve your staff and your company's health and competitive position

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Employment Consultants: an Extension
of your H.R. program.

Approximately 85% of all US businesses outsource at least a portion of their HR functions. Recruitment process outsourcing (RPO) is a rapidly emerging and high demand subset.

RPO can provide cost savings, increase candidate quality and screen effectively. By transitioning the hiring program to a business service partner, such as Employment Consultants, Inc., our clients can focus their internal HR resources on the strategic core business of the company.

We build relationships with clients and candidates in an atmosphere of trust and candor. Our friendly, professional consultants focus on the business at hand- recruitment. We target definite goals and concentrate on results. We offer you the resources of a national industry network and research files. Market knowledge and experience enable us to negotiate successfully on your behalf. Our enthusiasm for finding the right candidate for every client is clear.

THE PROOF OF OUR PERFORMANCE: MORE THAN HALF OUR CANDIDATES ARE HIRED ON THE BASIS OF ONE REFERRAL.

Please take a look at our services. Contact us to start a very prosperous relationship. We are so confident of our services that Employment Consultants has an established excellent Guarantee.

We specialize in the most wanted categories.

We are called on the most frequently to locate personnel

      1. Accounting & Finance,
      2. Sales, Marketing and Public Relations,
      3. Engineering and Manufacturing,
      4. MIS/Information Technology,
      5. Human Resources Management,
      6. Legal, Medical, Technical and Administrative Support.
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Our Clients Appreciate Us...

" I appreciate your prompt attention to our needs. Your interest and effort made the job search much easier than expected."

Tom Barthel
 Manager of Human Resources
United Brake systems/PMI 

"..you have a rare ability to match personalities to companies, departments or key individuals. Perhaps I am most grateful for your determination not to send just a 'warm body'. You have never settled for less than what I expected and have consequently saved me countless hours in wasted interviews."

Roxanne Holland
Personnel Manager
Russell Manufacturing

 

 

" In my opinion the key elements that set Employment Consultants, Inc. apart from the rest are:

1) You do a very good job of screening applicants. 

2) You listen to the employer's requirements and do an outstanding job of matching applicants to jobs.
3) You refer only those applicants that meet the qualifications for the job. 
The bottom line is that in the past three years I have been more than pleased with the performance of every single employee that I have hired through Employment Consultants, Inc."

John Garner
Accounting Manager
Rheem Manufacturing

We are Selective about the Candidates we Refer.

We believe in targeted recruiting. We screen applicants rigorously, and review resumes for accuracy. (National studies show more than 30% of resume information is found to be inaccurate.) We spend a minimum of 1 1/2 hours evaluating candidates before referring them. Personality profiles, personal assessment and validation through observation are among the tools we use. Training, experience and careful listening give us a sense of who will and will not fit into each corporate culture. This unique perception allows us to go beyond the technical approach. We save you valuable processing time by referring only candidates who are likely to meet your profile.

Company-conducted interviews can be costly. On average the direct cost of an interview in 2005 was in excess of $7,000. According to the Saratoga Institute, a traditional interview costs about $7,500 and delivers the right hire 14% of the time; a team interview carries about the same cost and delivers the right hire 35% of the time; a behavioral interview costs $7,500 on average and delivers the right hire 51% of the time.

Hiring the wrong candidate is even more expensive: a $20,000 FTE who leaves or is terminated within the first 6 months costs about $40,000 in lost productivity, wasted salary, benefits and severance. A $40,000 FTE will cost over $120,000 and the $100,000 FTE who washes out in the first 6 months costs over $300,000.

Make hiring the right candidate your compelling competitive advantage.

We are Selective about the Companies we Keep.

Employment Consultants looks for companies that show a serious and cooperative desire to find the best applicant for the job and:

1. Are willing to pay our full fee.

2. Have a good reputation in the marketplace. We work with winners!

3. Provide salaries in line with industry standards.

4. Have reasonable benefits.

5. Deal in state-of-the-art products and services.

6. Offer good working conditions and pleasant working environments.

7. Provide good opportunities for growth or advancement.

8. Promote from within.

9. Provide training and opportunities for qualified individuals.

10. Have a relocation program.

11. Can be frank in sharing credentials and information.

12. Help prepare candidates for their interviews through corporate literature or full descriptions and disclosure of expectations.

13. Pay interview expenses promptly.

14. Work with Employment consultants and are open to recommendations.

15. See Employment Consultants as an adjunct to their recruiting needs.

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Avoid Legal Pitfalls

We are committed to fair hiring and management practices and can assist you to make sure you are in compliance.


The Bureau of Labor Statistics predicts that between now and 2012, more job openings will result from replacement (35 million) than from employment growth tied to the economy (21.3 million) while the total number of workers will increase by only 23 million.

Today’s workers have decreased company loyalty, an increasing hands-on attitude towards their careers and expectation for more than just a steady job. To survive, companies must embrace innovative ways to search, source, screen, hire, train and retain employees.

 

Timing Is Everything

Corporate America’s traditional interviewing, evaluating, and hiring processes are causing companies to "let the good candidates get away." The following guidelines have been established to help hiring managers get the qualified candidates before their competitors do.

Today's Candidate

Today we have a candidate-driven, critical-skills-driven marketplace! The hiring manager’s responsibility is to "sell" the quality, financial stability, and advancement opportunities of the company to the candidate. Today, the "best candidates" are receiving multiple offers from the "best companies." You are competing with these companies for limited resources. In a recent survey of top recruiters , 81.5% of the respondents indicated that there is an extreme shortage of available candidates who are truly qualified for their clients’ job openings, and 86.2% feel the shortage is getting worse! People may come to you because of pay: they stay because of environment. The average length of employment is less than 4 years. Turnover is costly. Challenge management to manage better. Talented people, badly treated, can ruin your business.

 

The Bottom Line

Slow response time is causing many companies to lose their most valuable resource -- personnel. Companies are allowing "top candidates" to go to their competitors, leaving positions unfilled and costing millions of dollars in lost revenue! Why? Survey results indicate that more than 20% job openings go unfilled is because hiring managers move too slowly to interview or to extend offers to qualified candidates. Companies who move quickly to hire gain a huge competitive advantage by getting top talent and maintaining full staffing levels.

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Preparation is the Key to Success


Never begin a search without a clear job definition and clear performance measures.

Interview for the hard skills (measurable abilities/knowledge) and for the soft skills (attitudes, behaviors and personality)

Define your Candidate:

1.) IDENTIFY star performers previously in the position. Note what makes them different.

2.) CREATE a hiring model

3.) SCRIPT questionnaire around the model

4.) ESTABLISH the bench marks and milestones to be reached in the first 90 days: the first 6 months.

Your company’s hiring manager should work openly and honestly with a top-notch recruiter in order to prepare your company for the hiring process. You need to focus on a job description that will get results. A professional recruiter will ask the right questions to help you identify your company’s needs and expectations. A savvy recruiter will also help you identify human attributes (personality, communication skills, fit for your corporate culture, etc.) that the "right" candidate should possess, including "must-have" attributes and "preferred" attributes.

The better your job description, the faster your job opening will be filled!

Adopt a Sense of Urgency

Once you make the decision to fill a position, be committed to that decision and make your hiring decisions quickly. View the hiring process like a project; meet your goal of hiring the "best candidate" in the shortest amount of time. Indecisiveness, time delays, budget reviews, etc., send a message to the candidate about the company’s lack of focus. Streamline the hiring process. The time involved in interviewing, evaluating, and hiring can be greatly reduced when participants in the hiring process are present for each step, ready to participate, and ready to make decisions. Remember, the greater the talent of the candidate, the shorter the time he/she will be available and the better "recruiting" you will have to do in order to gain his/her acceptance.

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640 South McDonough Street, Montgomery, AL 36104
Phone: 334-264-0649   FAX: 334-263-7413   Email: recruiters@employmentconsultants.net