second motive :: a professional search & talent development agency

For the hiring process to be effective, you must remember you're not just trying to fill an open req. You are in a serious hunt for talent and are in need of someone who can add value, enhance your bottom line and advance the objectives of the organization. To achieve this consider the following:

Forecast your workload
Evaluate current team composition
Develop a solid yet fun job description

A flexible realistic recruiting plan will put your company in an ideal position to meet a variety of growth related challenges. The time and money it takes to recruit, rehire and retain can cut into the bottom line. The implication is clear: Get it right the first time.

•	Second Motive interviews the client to clearly understand the search requirements

•	Second Motive begins the sourcing process to identify ideal prospects

•	Selected candidates are directed to complete an online pre-screen and resume

•	The candidates ability, past efforts and familiarity with systems is re-evaluated

•	Candidates profile and any potential red flags are forwarded for review

•	Second Motive schedules initial interview w/a debrief done within 24 hours

•	The appropriate feedback is exchanged and if applicable next steps are arranged

•	Second Motive secures and delivers the offer letter via Fed Ex or priority mail

COST PER HIRE - passive top performing candidates are often difficult to identify, communicate with and qualify, therefore this process is costly– remember this.

RETURN ON INVESTMENT - when factoring all costs of hire and the mindset of shorted tenure with today's employees, organizations need to encourage employee commitment and creativity in order to increase ROI.

PERFORMANCE - building and maintaining a top performing team is a challenge. It is imperative that every hiring opportunity is given top priority and the resources necessary to quickly recruit and select the right candidate are made available.

RETENTION - career employees seem like a concept of the past. Organizations need to encourage longer employee terms and commitment by fostering a strong culture and creating a solid team of future leaders. Don’t forget recognition.