Big project with a small budget..... You need to hire your next employee to take over a critical operations function within your business for a reason. It could be to replace someone that left, hire a specialist for a task you can't do, grow your personnel in an existing area of your business or upgrade an area that isn't performing well. Whatever it is, it's a big project to take on by way of your own internal resources that are limited and have a small budget. We say limited resources because your not in the business of recruiting and hiring. We say small budget because you'll have to spend more money than just the new employee's salary. Time is money and you and/or your current staff are going to spend a significant amount of time away from your daily revenue generating tasks if you're going to hire the right person the first time around.
We'll let the pros do the heavy lifting..... That typically means that you'll spend some money to market your job opening on a job board or some form of job posting forum. The fruits of your labor will come in the form of hundreds of applications and resumes that you'll need to sift through to hopefully find a good fit for the position. Your HR manager or admin assistant will spend hours if not days reviewing, vetting, calling, verifying, emailing, scheduling, interviewing, testing and many more non-revenue generating tasks that will consume their time. If it's a specialized position such as an AutoCAD Drafter that will work underneath your Mechanical Engineer, then you can calculate his or her hourly pay rate times the amount of hours spent doing the non-revenue generating tasks that your HR manager or admin assistant was doing above. The heavy lifting is ultimately yours if recruiting and hiring is not what you do for a living.
Our budget says "NO" but our needs say "figure out where to cut costs, and GET IT DONE"... This tends to cost employers that are not in the employment services industry a lot more money than if they would have hired a recruiting firm to take care of the whole process. What we've seen is employers using what resources they have available to them to either pro-long, postpone or avoid the hiring of an employee to fill the void. The idea behind this is that it takes time to find the right person for the job and that they'll need to attract the right candidate to the position through reliable means. This is true, but the problem is when you stretch your current staff to do the same tasks with less man-power it creates stress and resentment and ultimately weighs heavy on moral. The intangible costs of not hiring or postponing hiring are immeasurable in monetary terms and could cause irreparable damage to the production levels and cohesiveness of a team. Attracting candidates to your open positions through reputable marketing mediums over a period of time is the best way to find world-class talent that will be the right fit for the position and will more times than not be a one time deal. That is what separates the heroes from the zeros. The companies with the highest retention ratios and that spend the least amount of time and cost per hire have implemented recruiting strategies that work for them 24 hours a day 7 days a week. We are in the business of executing these strategies for our clients and they have hired us because we are the experts at getting their open positions in front of the right people at the right time. Cutting costs to try and accomplish a task that your company has not already accrued for has many unforeseeable negative outcomes that can easily be avoided if you know where to find the answers. We have the answers and the results to back them up.
Let's save some money by doing it ourselves..... If you're still not convinced, follow this link to learn more about the true cost of hiring
We'll let the pros do the heavy lifting..... That typically means that you'll spend some money to market your job opening on a job board or some form of job posting forum. The fruits of your labor will come in the form of hundreds of applications and resumes that you'll need to sift through to hopefully find a good fit for the position. Your HR manager or admin assistant will spend hours if not days reviewing, vetting, calling, verifying, emailing, scheduling, interviewing, testing and many more non-revenue generating tasks that will consume their time. If it's a specialized position such as an AutoCAD Drafter that will work underneath your Mechanical Engineer, then you can calculate his or her hourly pay rate times the amount of hours spent doing the non-revenue generating tasks that your HR manager or admin assistant was doing above. The heavy lifting is ultimately yours if recruiting and hiring is not what you do for a living.
Our budget says "NO" but our needs say "figure out where to cut costs, and GET IT DONE"... This tends to cost employers that are not in the employment services industry a lot more money than if they would have hired a recruiting firm to take care of the whole process. What we've seen is employers using what resources they have available to them to either pro-long, postpone or avoid the hiring of an employee to fill the void. The idea behind this is that it takes time to find the right person for the job and that they'll need to attract the right candidate to the position through reliable means. This is true, but the problem is when you stretch your current staff to do the same tasks with less man-power it creates stress and resentment and ultimately weighs heavy on moral. The intangible costs of not hiring or postponing hiring are immeasurable in monetary terms and could cause irreparable damage to the production levels and cohesiveness of a team. Attracting candidates to your open positions through reputable marketing mediums over a period of time is the best way to find world-class talent that will be the right fit for the position and will more times than not be a one time deal. That is what separates the heroes from the zeros. The companies with the highest retention ratios and that spend the least amount of time and cost per hire have implemented recruiting strategies that work for them 24 hours a day 7 days a week. We are in the business of executing these strategies for our clients and they have hired us because we are the experts at getting their open positions in front of the right people at the right time. Cutting costs to try and accomplish a task that your company has not already accrued for has many unforeseeable negative outcomes that can easily be avoided if you know where to find the answers. We have the answers and the results to back them up.
Let's save some money by doing it ourselves..... If you're still not convinced, follow this link to learn more about the true cost of hiring
Here's what typically happens when you try to take on projects outside of your expertise like we did in this example.
Big project with a small budget -
We want to build a new office that is custom fit to meet our recruiting, staffing, team building and training needs. It will need take full advantage of the highly visible location and land mass of the property we have purchased. This new office will be 6500 square feet and will need to have a fully built out front administration area with 5 offices, a break room, a conference room, a reception area, and 4 bathrooms. This administration office will take up 2500 square feet in the front of the building and the other 4000 square feet will be an industrial type space that mimics the type of environment that our employees will be assigned to when working with our clients. It will need a warehouse that is fully outfitted for distribution operations with an upstairs office for complete supervision of the warehouse from every view point. We will use this area for training candidates on OSHA standards and the basic to intermediate operations of equipment used in manufacturing and distribution facilities similar to those of our clients. It will need 4 bay doors and must have trailer and cargo container accessible ramps. Our new office will be the core of all of our operations and will need to be built to last us the next 20 to 30 years.
We'll let the pros do the heavy lifting.....
We have contacted 3 of the top commercial builders in our area and they have given us proposals on the cost of materials and labor including all sub-contracted work and the necessary building permits and city compliance related fees. Each contractor has given us a generic design that they used for bidding purposes, but none of them are anywhere close to what we need to meet our needs and take full advantage of our location and dimensions of our land.
Our budget says "NO" but our needs say "figure out where to cut costs, and GET IT DONE"...
We can afford to build the office that they proposed based upon the generic storefront design that was provided by the building contractors, but that won't meet our needs. Each contractor has referred us to a architectural designer to draw us a design based upon our needs and specifications. Our new office project has a very limited budget that didn't allocate any funds to the custom design portion of the project.
Let's save some money by doing it ourselves.....
We have decided that we're going to do some of this ourselves. We can afford this project and we really don't think it's necessary to pay someone to do the custom design work. We'll just use the generic design and have a graphic artist that has done some design work for us before do the custom portion. If I have him do it for us, we can afford this project.
This all sounds ridiculous doesn't it? Well, of course it does. But, we challenge you to see yourself going through the hiring process on your own like we decided to attempt in this example.
We want to build a new office that is custom fit to meet our recruiting, staffing, team building and training needs. It will need take full advantage of the highly visible location and land mass of the property we have purchased. This new office will be 6500 square feet and will need to have a fully built out front administration area with 5 offices, a break room, a conference room, a reception area, and 4 bathrooms. This administration office will take up 2500 square feet in the front of the building and the other 4000 square feet will be an industrial type space that mimics the type of environment that our employees will be assigned to when working with our clients. It will need a warehouse that is fully outfitted for distribution operations with an upstairs office for complete supervision of the warehouse from every view point. We will use this area for training candidates on OSHA standards and the basic to intermediate operations of equipment used in manufacturing and distribution facilities similar to those of our clients. It will need 4 bay doors and must have trailer and cargo container accessible ramps. Our new office will be the core of all of our operations and will need to be built to last us the next 20 to 30 years.
We'll let the pros do the heavy lifting.....
We have contacted 3 of the top commercial builders in our area and they have given us proposals on the cost of materials and labor including all sub-contracted work and the necessary building permits and city compliance related fees. Each contractor has given us a generic design that they used for bidding purposes, but none of them are anywhere close to what we need to meet our needs and take full advantage of our location and dimensions of our land.
Our budget says "NO" but our needs say "figure out where to cut costs, and GET IT DONE"...
We can afford to build the office that they proposed based upon the generic storefront design that was provided by the building contractors, but that won't meet our needs. Each contractor has referred us to a architectural designer to draw us a design based upon our needs and specifications. Our new office project has a very limited budget that didn't allocate any funds to the custom design portion of the project.
Let's save some money by doing it ourselves.....
We have decided that we're going to do some of this ourselves. We can afford this project and we really don't think it's necessary to pay someone to do the custom design work. We'll just use the generic design and have a graphic artist that has done some design work for us before do the custom portion. If I have him do it for us, we can afford this project.
This all sounds ridiculous doesn't it? Well, of course it does. But, we challenge you to see yourself going through the hiring process on your own like we decided to attempt in this example.
Do you have a human capital growth strategy that includes developing talented people to drive your profitability? Your competitors have these systems already in place, and we can design one for your company at no cost to you.
Client Services Built for Sustainable Growth
Do you have the financial resources to support a full-time staff that is dedicated to attracting, developing, recruiting and vetting new talent? Do you have a strategy that's focused on retaining the talent you spent so much time and money attracting, developing, hiring and training? Do you have a contingency plan that works behind the scenes to protect you from the loss of a key employee? What if you get a huge contract with a high demand client and need to hire new team members with specialized skills that are necessary to the completion of that clients projects? Are you consistently using social media and other mediums to build your brand awareness and reputation as a great place to build a career? These are the some of the methods used to attract world-class talent and cultivate relationships with these hard to find candidates that are more concerned with company culture and a cohesive working environment than an extra $5,000 boost in their salary.
Here's what your competitors are doing daily to gain competitive advantages by developing a pipeline of high quality people with talent levels they'll need to build upon their success.
The mid-sized companies and large corporations that are recognized for employment best practices and are rated as one of the best places to work in their field tend to have the highest retention rates in the industry. That is due to the amount of money and resources they spend on these human capital generating tasks. They have a fully staffed department to do all day everyday, and it's very likely your largest competitor is doing this as well. They're spending a great deal of time and money optimizing these strategies and systems to prepare themselves for shifts in market trends, attrition rates, competitive leverage and unexpected loss of human capital. If you don't currently have a strategy in place then you need to ask yourself..... Why not?
We'll do it for free, no contract, no deposit just give us an opportunity to place a veteran or another one of our highly talented candidates with your organization.
We'll do it for free, no contract, no deposit just give us an opportunity to place a veteran or another one of our highly talented candidates with your organization.
Veteran Success Story....
Joshua Hackey - USMC Post 9.11.2001 Veteran - "NOW Hiring Heroes found the perfect place for me! Not only did it meet my financial needs, but it is a career booster in multiple directions. Their Career Advisers didn't just try to put me somewhere, they cared for my Future"
Josh opened his own business in 2015 from the career boost he received from NOW Hiring Heroes.
Read Josh's whole story here... Success Stories Page
Josh opened his own business in 2015 from the career boost he received from NOW Hiring Heroes.
Read Josh's whole story here... Success Stories Page
We'll do this for you your company at no cost and no obligation for you to hire candidates that we present to you for interviews.
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That's right, there is no cost or obligation for you to interview our candidates. We'll recruit and deliver candidates that our team has pre-screened and vetted for your open positions. You'll be able to conduct the entire interview process for free. If you decide not to hire one of our submitted candidates after you've interviewed them, there still is no cost and no obligation for you to use our services in the future.If you do decide to hire one of our candidates we still won't charge you until your new hire clocks in for their first day of work. We'll do all of the necessary background and drug testing and the employee will be completely cleared to work under your direction and in your business environment.
Additionally we will contractually guarantee our work and stand behind our candidates. See a sample direct hire contract below with the guarantee highlighted by using this link or you can view the document attached to this page. |
All of the above are free to our employers
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We contractually guarantee our work.Yes, we will guarantee our work in writing and stand behind the quality of the candidates we place. Even though we'll have no control over the job satisfaction, team synergy or retention of that employee once they are hired, we'll still guarantee our work. We have so much confidence that our process is the most effective in the industry, that regardless of the challenge our candidates will thrive in any environment as long as their rights as an employee have not been violated. Our dedication and focus to providing our candidates with a recruiting experience that focuses on the goals of each individual has translated into a 97% retention ratio that has eliminated the never ending revolving door that our clients had experienced in the past. Our process identifies how our candidates skill sets and experience can be used for the betterment of our clients. Additionally, we invest a substantial amount of time and resources in methods that identify how each candidate will perform within a clients infrastructure based upon the candidates personality traits and the culture of the company we intend to place them. Contact us to learn more about our satisfaction guarantees
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