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FPC presents

FPC presents. Customized for: Insert Company Logo. Hiring in a Recession…. “Recessions are market share growth opportunities . Many of your competitors will adopt a “survival” approach. You must adopt a “revival” attitude .”. -Jeffrey J. Fox “How to Become a Marketing Superstar”.

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FPC presents

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  1. FPC presents Customized for: Insert Company Logo

  2. Hiring in a Recession… “Recessions are market share growth opportunities. Many of your competitors will adopt a “survival” approach. You must adopt a “revival” attitude.” -Jeffrey J. Fox “How to Become a Marketing Superstar” “Recessions are recruitment bonanzas, and smart companies use them to prepare for post-recessionary growth.” “For our country’s savvy business managers, the silver lining in this situation is that unprecedented numbers of highly skilled, A-level talent will either become unemployed or will be seriously considering a job change that results in more stability.”  -Harvard Business Review“The Definitive Guide to Recruiting in Good Times and Bad” -Adam RobinsonDirector, Iluma Group.

  3. Why Talent 360? Fill open positions Replace poor performers Maintain a full bench of qualified professionals

  4. Why Talent 360? We can also help: • Create a streamlined and efficient strategy to attract and retain unique, talented professionals • Decrease the number of vendors • Reduce costs • Establish a successful, replicate-able process • Build a consistent, effective “recruitment brand”

  5. Why FPC? Experience • 50 years of executive search • Proven process Nationwide coverage • Over 70 offices and 200 recruiters Specialization • Extensive reach within numerous industries and disciplines • Specialized consultants

  6. Why Jim Schultz? Experience – • After a successful career in the non-profit sector, Jim turned his attention to the world of recruiting. As Jim says: “I enjoy this mid-life career change enormously. I find recruiting is a great blend of my do-gooder desire to help others – more specifically to help a company or a frazzled hiring manager get just the right candidate for a hard-to-fill position or to find people jobs that really suit their abilities, skills, and interests. • As a headhunter Jim qualifies candidates carefully and extensively and works with them over the long haul. Jim says “I value the relationships I form with the candidates I place. Like a good financial counselor (who works with people before they start making buckets of money) I particularly enjoy working with up-and-coming candidates - those ready for that big break in their careers, helping them make the leap and working with them throughout their careers.” Industry and Job Function Specialization -- • Jim works with companies and candidates within the supply chain, quality and operations areas including sourcing, procurement, purchasing, and various analytical supply chain positions, as well as QA/QC and regulatory roles. He specializes in placing these professionals predominantly (though not exclusively) in life science and renewable energy companies. Proven Success – Recent Placements • VP Supply Chain for a medical device company • Senior Manager Supply Chain Planning for a wind energy company • Senior Supply Chain Analyst for a medical device company (have filled five of these) • Senior Director Strategic Procurement for a biotechnology company • Strategic Sourcing Manager for a medical device company :

  7. Foundation Performance Commitment

  8. Foundation Sourcing Profile • Developing the Ideal Candidate Portrait (ICP) • Job Requirements (See job order card on next slide) • Position Forecastwhere the position will go in 3,6,12 months and beyond • Salary assessment and benchmarking • Which companies to recruit from ICP

  9. Ideal Candidate Portrait (ICP)

  10. Performance Candidate Presentation • Top 2-3 candidates for each position are presented • Candidates are prescreened, phone or face to face interviewed & pre-closed for commitment • Candidate Summary Reports (CSR) Interview Coordination • Schedule confirmation • Travel arrangements booked (if needed) • Co-branded, electronic interview package delivered to candidate including

  11. Performance

  12. Sample Interview Agenda

  13. Commitment Selection and Hiring • Candidate Selection • Full reference report at client’s request • Offer Generation and Presentation Strategy • Background Check – education, criminal, credit • Ensure acceptance Ensuring a Successful Start and Post-Start Follow Up • Candidate Resignation • Co-branded Welcome Package • Follow Up Progress Reports

  14. Costs and Getting Started Upfront Cost • NONE Fee • 25% of the successful candidate’s first year total compensation 90 Day Exclusivity • Date engagement letter is signed to date offer is accepted 90 Day Replacement Guarantee • Exceeds industry standards!

  15. Contact: Jim Schultz Executive Recruiter FPC of Lexington, MA 781.301.5000 jim@fpclex.com

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