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  Call: 800.935-5280.
  Tell us your needs and budget.
  We'll suggest the most efficient plan and identify the cost.

Streamline YOUR Recruiting.

Call 800.935.5280 Today.

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People referred from sources you have confidence in. Cost effective referral programs require each manager to keep a list of 3-5 candidates for each of their management positions at all times. This should be responsibility of each Department, not HR. Departments know their strengths and weakness and which positions they want to replace. Since they rarely share that with HR, much less on a timely basis, each Department should be responsible for their own lists of referrals. People you are cultivating. People you are reaching out to at least every 4-6 weeks. Are no more than electronic newspaper ads. There has to be a better use of your time than wading through unqualified resumes. Each of us need to spend about 80% of our time on the 3 job duties that enable us to contribute the most. Is recruiting one of them? Set your standards before you buy. How many hours per day will you really spend searching candidates? Ratio seems to be 1 marginal candidate per 150 candidates reviewed. Is this really a good use of your advertising dollars? (It can be if you have 15-20 job openings requiring similar skills/traits and you need to build your files for the next 30-45 days. Just remember, good people are rarely still around after that.) Some clients are reporting newspaper help wanted ads are coming back. Craig's List, Snag-a-Job and similar sites specializing in hourly employees are good sources for local advertising when you need several people with similar skills. Or when you want to continually watch for opportunities to upgrade your staff. A wonderful tool, but very, very expensive when it comes to cost per hire. Identify how you are going to measure social media recruiting results BEFORE you commit time and recruiting dollars. Click Here's to page of do's and don'ts These can be very effective if they are done consistently and you hire from them consistently. If you interview, but fail to hire, word spreads rapidly through the candidate market place. The best candidates will quit signing up to interview with you. Very difficult leadership positions to fill, or positions that have big impact on profits.  Executive committee positions and hard to fill mid-management jobs, plus many traditional corporate positions. Management jobs that require leadership skills. The practical alternative to inefficient job boards. When you want to take charge of your recruiting but don't have lot time. Targeted list. The budget plan.  SecurEmploy recruits and does initial candidate screening. Then you take over. Combines Candidate Sourcing and structured recruiting. Less expensive than placement. Temporary executives and use of specialty consultants is an easy 'fix' when you are short a key position. The fresh insight they provide often leads to streamlining the position which can save salary dollars. These can be very effective if they are done consistently and you hire from them consistently. If you interview, but fail to hire, word spreads rapidly through the candidate market place. The best candidates will quit signing up to interview with you. A wonderful tool, but very, very expensive when it comes to cost per hire. Identify how you are going to measure social media recruiting results BEFORE you commit time and recruiting dollars. Click Here's to page of do's and don'ts Some clients are reporting newspaper help wanted ads are coming back. Craig's List, Snag-a-Job and similar sites specializing in hourly employees are good sources for local advertising when you need several people with similar skills. Or when you want to continually watch for opportunities to upgrade your staff. Set your standards before you buy. How many hours per day will you really spend searching candidates? Ratio seems to be 1 marginal candidate per 150 candidates reviewed. Is this really a good use of your advertising dollars? (It can be if you have 15-20 job openings requiring similar skills/traits and you need to build your files for the next 30-45 days. Just remember, good people are rarely still around after that.) Are no more than electronic newspaper ads. There has to be a better use of your time than wading through unqualified resumes. Each of us need to spend about 80% of our time on the 3 job duties that enable us to contribute the most. Is recruiting one of them? Temporary executives and use of specialty consultants is an easy 'fix' when you are short a key position. The fresh insight they provide often leads to streamlining the position which can save salary dollars. People you are cultivating. People you are reaching out to at least every 4-6 weeks.  SecurEmploy recruits and does initial candidate screening. Then you take over. Combines Candidate Sourcing and structured recruiting. Less expensive than placement. The practical alternative to inefficient job boards. When you want to take charge of your recruiting but don't have lot time. Targeted list. The budget plan.  Executive committee positions and hard to fill mid-management jobs, plus many traditional corporate positions. Management jobs that require leadership skills. Very difficult leadership positions to fill, or positions that have big impact on profits. People referred from sources you have confidence in. Cost effective referral programs require each manager to keep a list of 3-5 candidates for each of their management positions at all times. This should be responsibility of each Department, not HR. Departments know their strengths and weakness and which positions they want to replace. Since they rarely share that with HR, much less on a timely basis, each Department should be responsible for their own lists of referrals.

1. Call SecurEmploy: 800-935-5280

2. Tell us what you can spend to recruit for this position.

3. SecurEmploy will tell you which options will give you the best return on your investment.

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