Recruiting Strategy

Recruiting Strategy

1. Sourcing: Lead Generation

   • US
     • Entry Level Telent
       • Target Profile 1: Smart and ambitious student that wants to learn and grow, but stay close enough to where they grew up or have family (Midwest, Michigan, Toronto, Chicago)
         • Campus Recruiting
           • Focus efforts on Campuses with high quality CS/CE programs in Michigan / Midwest
             • University of Michigan
             • Rose-Hulman
             • University of Waterloo
           • Follow or target candidates that live or have folks in Michigan
           • Create visibility and relationships at targetted campuses
             • Internship program for targeted canpuses
             • Career Fairs
             • Sponsored campus events
             • Create visibility through marketing / give aways
     • Mid Level Talent
     • Senior Level Talent
       • Target Profile 1: Consultants working for larger consulting companies that want to have more impact/influence in a smaller company environment. (ex: Ahsan, Hatim)
         • Out Reach
           • Recruiter: Find target via Linked-In
             • Pair up out-reach with relevant X by 2 consultant to make the connection
             • Determine group or conference frequented by target
               • Work with X by 2 consultants to join relevant groups
       • Target Profile 2: IT professionals looking for a change and professional growth outside of their current job in an IT department. (ex: Rob)
         • Referrals
           • Strengthen referral incentives
           • Individual follow-ups and reminders to X by 2 consultants for reminders
           • Linked-In messages by X by 2 consultants
           • Focus on creating relationships versus push for interviews during first contact
       • Target Profile 3: IT professionals looking to move, acquire new skills outside of a product/tech company. Tech companies and start up that may have folded or have been bought out (ex: Syed, Zahid, Darius)
         • For people that are actively looking: 1. Dissatisfied/disillussioned in their current role 2. have recently left a company 3. looking to relocate
           • Job Boards
             • High visibility on popular job boards
             • Discourage noise of applicants through through knock-out questions
             • Job descriptions that provide an accurate picture and eliminate noise. Only qualified candidates take the step to apply. Quality over Quantity
           • Recruiting Firms
             • Form a more active relationship with recruiting firms
               • Provide frequent feedback
               • Meet atleast quarterly
               • Strengthen incentives / compensation
               • Have them meet and talk to X by 2 consultants
       • Target Profile 4: Independent consultants that maybe looking for more stability and benefits for their family, but don't want to work for the big companies that will have them on the road full-time
   • Canada

2. Assessment and Qualification

3. Offers (Compensation and Benefits)

4. Marketing: Create Visibility and Awareness

   • Attend / sponsor conferences where target profiles may frequent