Qualified Candidates, not Uninspected Resumes
Technology recruitment service providers are perceived to be a commodity. And they are. There are far too many recruitment firms in the market.
Yet the teams at Intellect also hold true that there exists a difference – a large difference, a difference that has wide ranging impacts on any employer’s business – between the number of firms in the market, and the number of firms mastering the recruitment process and servicing employers at an optimal level. That mastery and service have tangible, quantifiable benefits to employers: superior new employees with higher retention / less turnover, resulting in increased efficiency and profitability as companies can accomplish far more with the ‘A players’ that are absolutely required for higher levels of sustained business success.
The recruitment industry has regressed to most recruiters “throwing resumes against the wall, to see what sticks”. Hiring managers know it, and it’s frustrating pain point that shouldn’t exist. A new generation of recruiters are being taught to do a simple keyword search on an online job board, and if the resume “lights up” (has a bunch of the key words), they’re taught to submit the resume … or if the candidate is a “70% fit”, to do the same.
- Employers spending too much time interviewing poorly qualified candidates (time taken away from other higher-value activities)
- Longer time-to-hire cycles
- Poor quality of hires and costly turnover
Intellect employs two general concepts when it comes to talent acquisition:
Intellect believes that a “70% match” is not good enough. Not even close. We aim to give the client what they want – and then even more. When technical skills, functional expertise, soft skills and other considerations all come together, employers can add someone to their staff that is “plug and play”, adding more value and doing so in a more immediate manner. It also frees up manager’s time in that these caliber of hires typically need less hand holding and can work with a high degree of autonomy, once given direction.
Bell Curve Hiring
Mathematically, 15% of working professionals are outliers to the right side of the bell curve, in other words, top performers. The other 15% are outliers to the left (poor performers) and the remainder somewhere plus or minus average; mathematicians refer to this middle pack as “clustering around the norm”. Looked at another way, if 10 candidates walked into your organization seeking employment, 1 to 2 are “game changers”, 1 to 2 are “run don’t walk in the other direction” and 7 are average, some above and some below. Intellect puts in that extra effort to determine who those outliers, i.e. top performers are. Our recruiting process goes beyond identifying someone with a particular skill set, and really determining if they are a great hire or just a good one (or, in many cases, someone to avoid altogether).
Knowing that time-to-hire and speed are important to employers that have projects to deliver on, Intellect marries this process with a degree of speed, ensuring that clients get what they want, when they want it. Essentially, on-demand technology recruitment. However, Intellect will never submit a candidate for the sake of submitting a candidate, or to meet a client’s metric. There will typically be other recruiters that will submit first, and Intellect typically submits the most qualified technology professionals while still meeting or exceeding client time-to-hire expectations, even in a tight labor market.
Intellect. It’s not what we do. It’s how we do it.