The Franklin Career Group offers a unique portfolio of contingency recruiting and contingency outplacement services.
We are often asked by hiring managers why a search firm should be used when there is an internal recruiting staff.
This is a classic case of the in-house / outsource question. Most firms find that it is effective and economical to perform in house those functions that are your key competencies and critical operational activities. Tasks that you engage in more sporadically, and which require a depth of knowledge of a different market are more effectively purchased.
Are your in-house recruiters able to:
Speak to hundreds of Candidates and hundreds of hiring authorities every day? FCG Group recruiters know the market for the professional you seek -- who else is looking, where the good Candidates are, where competitors in your industry are getting their top performers, and how to identify the cream of the crop Candidates. We screen Candidates for a living - and you are the beneficiary of our experience in getting a complete and accurate picture of the Candidate, as opposed the 2 dimensional perspective of the resume.
Actively pursue passive Candidates who are not looking today? By virtue of being in-house recruiters, your HR staff has to wait for Candidates to come to them. They can advertise, and attend job fairs, and post openings on your website. Most staffs perform these functions quite well. But those activities only reach individuals who are actively looking for a job. FCG Group recruiters contact Candidates who are not actively looking so would never find your opportunity, even though it might be the perfect fit for them and for you.
Obtain and use state-of-the-art technology and services to do pinpoint searches of the massive data stores throughout the country, to ferret out those passive Candidates? Probably not. You wouldn't use these tools enough to justify the investment, and your recruiting staff couldn't invest the time to use them effectively. We have a highly trained research staff, state-of-the-art tools, and a nationwide network of experts to put a trained swat team on your project.
If you are fortunate enough to have an HR department with the tools, resources and bandwidth to find you qualified, targeted Candidates very quickly, who are top tier producers and fit seamlessly into your corporate culture, then you probably don't need the services of a professional recruiting firm. But if we find you that critical person faster, and they are better fit, then the rewards to your company earn a very high return on the investment in a placement fee. And remember, you are the judge. If you don't like what we bring you, you don't pay a fee. Period.
If you have used recruiters in the past who just post your jobs and send you over the resumes of Candidates who apply, then you have reason to be frustrated. FCG knows that it is all about customer service. We want to build a long term relationships with all or our clients, and to do that, you need to see the proof that we add value.
Our nationwide team of recruiting and outplacement specialists works on your behalf, vastly increasing the probability that your ideal Candidate will be found in the shortest time possible. One of the reasons we are able to accomplish this is through our proprietary search technologies which allow us to quickly identify candidates who are not actively looking for another job but who could be interested in enhancing their career.
The Franklin Career Group begins by precisely analyzing your needs, preferences, and offerings. Then, a detailed analysis and comprehensive job description are created and agreed upon which includes the experience, track record, personality type, and aptitudes of the ideal candidate. We firmly believe that only a high-quality initial analysis can create an information foundation that will assure an excellent match between company and candidate.
We then conduct extensive Internet-based research to identify passive candidates Ė professionals not actively exploring the job market Ė who meet your established criteria. Once these high-quality passive candidates are identified, The Franklin Career Group contacts them to review their qualifications for, and determine their interest in, your opportunity. We do all the preliminary work so that your staff is never burdened with hundreds (or thousands) of unqualified resumes. Typically, we present the two or three most qualified candidates for your consideration.
We invite you to learn more about our recruiting methodology
The Franklin Career Groupís Contingency Outplacement Service is a thorough "step-by step" process:
Career & Goal Assessment
The number of people who don't have a career plan is amazing. Most of us realize that developing a financial plan is crucial to reaching our financial goals and more than half donít. Even more people have failed to apply that same approach to their careers. When they do, they discover the first step in the process is an assessment of personality, aptitude, and objectives.
Workplace Skills Evaluation
Parallel to career goals, a thorough analysis of workplace skills is made, especially in relation to positions that the candidate will likely be pursuing. Candidates may elect to upgrade their talents through Skill Enhancement and Training. Whether it relates to computer use, software application training, or sales classes, The Franklin Career Group advises candidates on ways to improve their skill base.
Job Search Action Plan
Once we agree on "where we are," a detailed plan can be created to reach "where we want to go." This detailed activity map identifies the industries and positions that we will target on behalf of the candidate, along with the requirements and preferences associated with them.
The old style, hardcopy resume is very different from today's ideal electronic resume with meta-tags and keywords. The Franklin Career Group customizes candidates' resume for the types of positions they are pursuing, something we learned in the Executive Search business a long time ago.
Employment Opportunity Research
The Bulls-Eye Search System is a powerful Internet research tool used by Franklin Search associates to identify hiring companies that are in the candidate's targeted industry. Bulls-Eye is also used to find and locate contact people -- the actual hiring managers - within them.
Candidate Marketing Contact
The Franklin Career Groupís Associates are also recruiters. By placing marketing calls on the candidate's behalf to notify companies of a "hot talent" that has hit the market, our Associates position the candidate in an attractive light.
How often does the average person go through the interview process? Most people face it 5-6 times in their lifetime. Because today's hiring authorities are sharper than ever, the interview process can be more stressful than it's ever been. So we coach candidates to "impress without pressing."