ORION RESOURCES Solving the puzzle of smart hiring. Retained Search Quality A La Carte

Transcription

1 ORION RESOURCES Solving the puzzle of smart hiring. At Orion, we think it s time for some much needed innovation in recruiting. Why? Because standard recruiting services make it too easy to hire the wrong person. Bad hires cost companies far too much. We take a different approach to search. We start with identifying the challenges you really have and determine if you even need to hire a search firm. We screen candidates in a new way so you invest in the right hire, not just ANY hire. We have redefined pricing so you get high quality retained search services and better results for less. At Orion, we are all about a new way of finding your next C- level Superstar. Retained Search Quality A La Carte Retained search firms are expensive because they have a dedicated team of sourcing staff who scour the nation and sometimes the world to find candidates. While their services are exclusive and high quality, they are likely not flexible. If you hire a retained search firm, you are hiring them for the entire search process, when you may only need help for part of it. You may not need full service recruiting and search Orion recognizes that not every search requires the same process. We provide services a la carte so you can pick and choose the services with which you need help: Select services based on your budget Hire Orion to pick up where your internal expertise leaves off (whether at Step 1, 2 or 3). Or hire Orion to handle the search from start to finish (Steps 1-5) and get the quality and results of retained search at a fraction of the price Orion s menu: five steps to the right hire 1

2 Orion is like a retained search firm but we cast a bigger net, provide valuable soft skill screening and analysis and provide a la carte pricing. Attracting candidates is the easy part it s customized screening that gets that perfect hire. Step 1: Stop & Evaluate Slow down for 1-2 hours. Orion has you invest time upfront so you hire what you need in the long run. Sometimes when you re too close to the need or too busy to evaluate, you can lose perspective. The position you re trying to fill has changed since the last time, and you likely have different business needs that require a new skill set. We make sure you don t hire X if you need Y. Craft an attractive opportunity. You must attract the best candidates if you want a great hire. We ensure your job description portrays your company and position in the best light and your budgeted compensation is competitive. Determine if you even need external recruiting help. Because our fee is not tied to a new hire, we are motivated to help you find the right solution for your business, even if that means there is no new hire to be made. We love finding creative solutions to business problems that can be solved with resources you already have in- house, or discovering that the position you really need to fill is a very different level than what you thought you needed. Company V was frustrated after months of interviewing and working with recruiters, they had zero possible hires. Orion helped them think outside the box of the requirements and background. They re- launched the search and found the perfect fit someone with a completely different skill set than what they thought they needed. The candidate is happily employed at the company today. Company S had terminated their last two Controllers who we discovered were really functioning as bookkeepers. We helped them see the potential for upgrading the position and compensation. The candidate we placed is now their CFO and COO of the company and growing the business. Step 2: Throw the net wide Orion leverages what is already working in the market, and manages the resumes so you can focus on your job. 2

3 We think getting a big stack of resumes is a great thing. Between Linked In, the many job sites and referral sources in our business community, candidates are savvy to searching and applying for the jobs they want. To get that all- important stack of resumes, we pull from every available resource yours, ours, and everyone else s. You already have more than a full time job, so we can manage this part of the process for you. Independence Matters There is no additional fee if we find the candidate in our network. Orion brings an objective perspective to the process. Our fees are fixed, depending on the level of service you need, and will not increase based on the negotiated compensation or if you hire a candidate we find versus one from any other source. Company B had a limited budget so used their internal HR person to post the job online and through their business contacts. Orion stepped in to screen the stack of resumes, and we found a couple of candidates who looked great. Plus we found two candidates through our network, one of which was the top choice and is still at the company as an executive. Our fee remained exactly the fixed price we quoted the company at the start. Step 3: Screen with a smart interview process Interviews alone are not enough. You are investing a lot of time and money into an important position that is key to your company s success. We provide you multiple screening points; not just skills and experience, but how they will fit into the company, how they think and even some insight into their emotional intelligence. Know the hard and soft skills. Uncovering the key motivators of each candidate will save you valuable time and effort, and prevent you from going down the road with a candidate who wants something different than what you are offering. It is not always obvious which candidates will be a good match. We provide a view into each candidate s personality and emotional traits including their intuition, empathy, decisiveness, reasoning and self- awareness. You will have a good idea how they handle stress, deal with criticism, manage deadlines and possible personality conflicts that may arise. This is critical information and insight that you simply cannot get from calling references. Empower you team with smart interview questions. It is challenging to come up with insightful interview questions, especially enough questions for the multiple interviews required for a key, high level position. Orion provides smart questions so you and your team will not be asking the same ones over and over. The questions go beyond skill and experience. 3

4 Company M was hiring an executive position and anticipated at least seven interviews per candidate. They loved the smart and diverse questions that Orion created. The questions were especially helpful for their less experienced interviewers and gave them confidence with these executive level candidates. They learned how to screen through the questions and our process and hired one of our candidates who is helping the company grow today. Evaluate performance under pressure We help you uncover how the candidates will solve your hypothetical or real- time business issues. Orion crafts a customized business problem or maybe even a test to present to the candidates. Each final candidate then has a set period of time to respond, demonstrating how they think outside- the- box and solve problems. You see how well they present their solutions under pressure. It is the best way to simulate how they might perform day- to- day. With Orion s help, Company C narrowed its finalists to two candidates for an executive position and were favoring one of the two; let s call her Jane. Orion helped the CEO take an actual business issue and create a test for the candidates. They had to analyze the issue, look at the business impact financially and otherwise, and present their findings within two days. The results were surprising! Jane s analysis and presentation were very weak compared to the other candidate. Based on these results and the personality profiling, the other candidate was hired and is still at the company today. Check references and then some You cannot rely on references from the candidates themselves. Of course they are going to provide you names of people who will gush about their abilities. The goal is potentially identify off- list references people who know the candidates but were not asked to be references including previous managers, co- workers and service providers. Given our reach in the Pacific Northwest, we can identify off- list references who will provide the perspective you really need for a more informed decision. Company R was hiring for a key executive role and with Orion s help, screened the candidates to one finalist. Through our contacts in Seattle we were able to find two off- list references individuals who had worked with the candidate but did not make it to her reference list. We uncovered several concerns through these references and the candidate was able to address them. Having these additional references gave the company the confidence to hire her. She is happily helping the company grow and expand today. Check backgrounds & verify degrees 4

5 You cannot assume anything, even if your candidate is a friend of a friend. Step 4: Make an offer that won't be refused Orion helps you close the deal so all your search time and money will not go to waste. The offer process should be simple, but it never is. Recruiter s fees are calculated on the negotiated salary. Hence, the recruiter is inherently conflicted and unbiased when it comes to your candidate s negotiated salary. This is like one real estate agent managing both the sale and purchase of a home how can they possibly do the best work for all parties? Orion s independence, and our unique compensation structure that is not tied to salary or acceptance of an offer, enables us to maintain a client/company focused perspective. We avoid strategies that create urgency and competition. If there is pressure on the candidates to accept offers, the placement will not be long- term. We help you make the best offer possible one that meets your needs and the candidate s needs. You don t want to get to this stage and have it all fall apart. We help you with this alignment all through the process so the offer part is easy and everyone feels they are getting a great deal. Step 5: Everyone is happy Orion checks in frequently with you and your new hire to ensure a fabulous fit! Throughout the search process we get to know you and the candidates really well. After your new hire starts, we ensure communication is smooth, everyone has their expectations met and there is a continued mutual commitment between you and your new employee. Orion A La Carte Pricing We know that each company has different recruiting needs. You may have internal staff who can manage the first few steps of the process. Or maybe you do not need to hire a search firm. We offer flexible pricing to work within your budget maybe it s only Step 1 or it could be the entire search, Steps 1 5. Step 1: Stop & Evaluate $ 2,500 $ 5,000 Step 2: Throw the net wide $ 5,000 $ 10,000 Step 3: Screen with smart $ 13,000 $ 20,000 5

6 Step 4: Make an offer that won t be refused Step 5: Everyone is happy Orion s Fee Range $ 20,500 $ 35,000 Typical Retained Search Fee: 35%- 40% of $200K Salary Position: $70,000 $80,000 Typical Contingent Search Fee: 20% of $200K Salary Position: $50,000 Remember, retained and contingent searches don t always lead to the right hire. The dirty little secrets of recruiting and search explain why it s so easy to do all the right things and still end up hiring the wrong person. The U.S. Department of Labor estimates that the average cost of a bad hiring decision can equal 30% of the individual s first- year earnings. This loss is compounded by the hours invested by your internal employees, recruiting fees, orientation and training, impact on productivity and team morale maybe even possible turnover this causes for your team, customers and vendors. Orion can offer better results at lower prices through our 5- Step Process. The (dirty little) Secrets of Recruiting Recruiting Starts with a Problem and a familiar story One of your company s key employees just Your HR team posts the job on various sites and resumes start flying in. Neither you nor your HR department has time to screen the growing stack of resumes. You need help. Without the budget for a retained search firm to do all the work, you instead call the contingent recruiters. The eager recruiters ask a few questions on their standardized checklist. Immediately they are off to the races. The fastest recruiter will win. 6

7 Sure enough, a couple resumes look good on paper, so you meet them. Thankfully you like one of them! You re excited that your problem will get solved so quickly and painlessly. You happily express your interest in this awesome candidate. The recruiter is thrilled to hear this, since you ve told them you need someone fast. The recruiter tells you that your candidate is expecting an offer from another company. You get worried that if you take more time to screen others, this one candidate will disappear. So you rush to make an offer. Coincidentally, the recruiter is giving that candidate the same story - creating urgency by saying you may make an offer to another person. That s just the way it works. Under pressure, the candidate rushes to accept and will start in two weeks. Whew! Your company is safe and the emergency is over! or is it? As you wait for your superstar employee to start, you try to ignore a few concerns that are popping up Will this person really do a great job? Does their skill set match your real needs? bad- hire Sure, someone called the candidate s references. However, these references are people the candidate knows will give them an A+. The reality is the business community is tight, especially Seattle. Even if someone wanted to tell you the bad along with the good, they likely will not. Think of it as friends helping friends. This person is trustworthy, right? Your fingers are crossed background checks were thorough. You hope nothing was missed. Did anyone verify that degree? Surely no one would fudge the truth on a resume! Will this person fit with your team and culture? Your new hire was charming and articulate in the interviews, surely they re a star performer. You ignore your worries and allow a generous ramp up period for your new hire. You forgive any miss- steps for the first few weeks. The weeks turn in to months. It s taking longer than expected to get up to speed. You hear complaints from your team the new hire is not communicating well and is not adding value. You thought you needed X, and now you realize maybe you need Y, or maybe Z? 7

8 The honeymoon is over. The recruiter has been paid their fee, and you hired the wrong person. Unless you can pay even more dollars for a retained search, you need to find another solution. You just realized the cost of a bad hire. Here s the deal. Contingent firms are not bad recruiters it s just a bad model. The recruiters are racing to get the best resume on your desk and close the deal quickly. That s fine for many positions with easy- to- identify skills. However, high- level hires are anything but standard. Want off the recruiting rollercoaster? It s time to check out Orion: A La Carte for your next key hire. 8