Recruitment Strategy


  • What’s your Story?– Most candidates are qualified, but the candidate who uses compelling stories to showcase his or her value is the one who’s most likely to win.
  • Competence| Chemistry| Compatibility– Do you have the skills? Are you someone the employer will like? Do you fit the company culture? These are the questions you need to answer during the interview.
  • Communicate Effectively & To the Point– What was the Obstacle, how did you take Action, and what was the Result? Keep it brief, since there are three parts.
  • Process Guidelines– Follow procedures, keep timelines for all parties involved, communicate in all ways, always. Do not wait more than 24 hours to respond to the company, regardless if you are interested or not. Never burn bridges.
  • Accountable & Responsible– Companies want to see candidates who are willing and able to take on responsibility, are accountable for their success and failures, and take ownership. Don’t play the blame game. Ever.


  • Branding it Right– 80% of global leaders believe that building a stellar employer brand has a positive impact on hiring top shelve talent.
  • Active with Passive– Necessary traits and skills are found in passive candidates. Clients need to effectively present their employee value proposition to compel talented individuals to work for their organization. Remember, interviewing is selling.
  • Communicate– From the job description, website, and the interview, candidates need clear, relevant information that engages them throughout the process.
  • Process Guidelines– Identify the hiring need, ensure all stakeholders are in alignment, create a recruitment plan, coordinate scheduling, and ensure everything happens within an efficient timetable.
  • “Hire Purpose”– If your goal is to develop quality talent pools, encourage applications, and to reduce the cost and time to hire, having the right hiring strategy in place is imperative. Make it easier, there is a talent battle. Win the war.