fpc presents
DESCRIPTION
FPC presents. Customized for: Insert Company Logo. Hiring in a Recession…. “Recessions are market share growth opportunities . Many of your competitors will adopt a “survival” approach. You must adopt a “revival” attitude .”. -Jeffrey J. Fox “How to Become a Marketing Superstar”. - PowerPoint PPT PresentationTRANSCRIPT
Hiring in a Recession…
“Recessions are recruitment bonanzas, and smart companies use them to prepare for post-recessionary growth.”
“For our country’s savvy business managers, the silver lining in this situation is that unprecedented numbers of highly skilled, A-level talent will either become unemployed or will be seriously considering a job change that results in more stability.”
-Harvard Business Review “The Definitive Guide to Recruiting in Good Times and Bad”
“Recessions are market share growth opportunities. Many of your competitors will adopt a “survival” approach. You must adopt a “revival” attitude.”
-Jeffrey J. Fox “How to Become a Marketing Superstar”
-Adam RobinsonDirector, Iluma Group.
Why Talent 360?
Fill open positionsReplace poor performersMaintain a full bench ofqualified professionals
Why Talent 360?
We can also help:
• Create a streamlined and efficient strategy to attract and retain unique, talented professionals
• Decrease the number of vendors • Reduce costs • Establish a successful, replicate-able
process• Build a consistent, effective “recruitment
brand”
Why FPC?
Experience• 50 years of executive search• Proven processNationwide coverage• Over 70 offices and 200
recruiters Specialization• Extensive reach within
numerous industries and disciplines
• Specialized consultants
Why Jim Schultz?
Experience – • After a successful career in the non-profit sector, Jim turned his attention to the world of recruiting.
As Jim says: “I enjoy this mid-life career change enormously. I find recruiting is a great blend of my do-gooder desire to help others – more specifically to help a company or a frazzled hiring manager get just the right candidate for a hard-to-fill position or to find people jobs that really suit their abilities, skills, and interests.
• As a headhunter Jim qualifies candidates carefully and extensively and works with them over the long haul. Jim says “I value the relationships I form with the candidates I place. Like a good financial counselor (who works with people before they start making buckets of money) I particularly enjoy working with up-and-coming candidates - those ready for that big break in their careers, helping them make the leap and working with them throughout their careers.”
Industry and Job Function Specialization -- • Jim works with companies and candidates within the supply chain, quality and operations areas
including sourcing, procurement, purchasing, and various analytical supply chain positions, as well as QA/QC and regulatory roles. He specializes in placing these professionals predominantly (though not exclusively) in life science and renewable energy companies.
Proven Success – Recent Placements• VP Supply Chain for a medical device company • Senior Manager Supply Chain Planning for a wind energy company• Senior Supply Chain Analyst for a medical device company (have filled five of these)• Senior Director Strategic Procurement for a biotechnology company• Strategic Sourcing Manager for a medical device company :
Foundation
Performance
Commitment
Foundation
Sourcing Profile– Developing the Ideal Candidate Portrait (ICP)– Job Requirements
(See job order card on next slide)– Position Forecast
where the position will go in 3,6,12 months and beyond
– Salary assessment and benchmarking– Which companies to recruit from
Ideal Candidate Portrait (ICP)
Performance
Candidate Presentation– Top 2-3 candidates for each position
are presented– Candidates are prescreened, phone or
face to face interviewed & pre-closed for commitment
– Candidate Summary Reports (CSR)
Interview Coordination– Schedule confirmation– Travel arrangements booked (if
needed)– Co-branded, electronic interview
package delivered to candidate including
Performance
Sample Interview Agenda
Commitment
Selection and Hiring• Candidate Selection• Full reference report at client’s request• Offer Generation and Presentation Strategy• Background Check – education, criminal, credit• Ensure acceptance
Ensuring a Successful Start and Post-Start Follow Up
• Candidate Resignation• Co-branded Welcome Package• Follow Up Progress Reports
Costs and Getting Started
Upfront Cost• NONE
Fee• 25% of the successful candidate’s first
year total compensation
90 Day Exclusivity• Date engagement letter is signed to
date offer is accepted
90 Day Replacement Guarantee• Exceeds industry standards!
