ORI Parthenon recruiting approach

High quality candidate sourcing and screening is the most important yet time consuming component of the recruiting process. This is where we shine, as we capitalize on our 15 years of experience meshed with our near shore recruiting team and Parthenon recruiting approach.

Recruiting has evolved over the last few years. The major change has been the Internet and overwhelming access to passive and active candidates. There are many ways to attract candidates and they all work depending on the hiring scenario. The limiting factors are selecting the best approach and man-hours. The overall goal is networking and activating awesome talent by presenting an excellent opportunity in a proactive manner. The critical step is reaching out to the correct pool of potential candidates and delivering a quick and compelling job change message. The more targeted outbound activity, the more company awareness, prospect interest and resumes. We are experts at developing the correct methodology and quickly integrating our recruiting team into the selected process.

Traditionally, recruiting was performed using one-dimensional approach, the telephone. If you could make 50 calls a day and get 20 people on the phone you were doing pretty well. With the invention of voicemail and caller ID, calls back have been reduced. Potential applicants can now screen all calls. The best way to increase callbacks is to make more calls.

Luckily with the upgrade in global technology, has come the Internet and with the Internet a number of overwhelming possibilities to contact active and passive potential job seekers. We have found the best approach to recruiting is to use simultaneous processes to attract talent. We call this our Parthenon approach. All methods can be deployed using both phone and email tactics.

Below are examples of our Parthenon system:

-Networking though existing relationships, contacts and databases
-Direct headhunting using phone lists and pay lists like Jigsaw
-Networking though sites like Linked-In, PSVillage or Plaxo
-Direct recruiting from Linked-In
-Posting on job boards
-College alumni and MBA sites
-Searching job boards and calling and emailing
-AIRS (Internet data mining)
-Big 4 alumni sites

Part of the Parthenon lead generation process includes a systematic approach to message delivery, relationship building, follow up and referral generation. We perform the steps below as part of our recruiting process.

-Understand client's business. What do they do and why?
-Develop both a written and oral compelling company overview (sales pitch)
-Obtain, understand, verify and test job description
-Based on above, develop both a written and verbal pitch that can be delivered quickly
-Determine where to find potential candidates. Where is the pond?
-Develop search criteria and deploy Parthenon approach
-Generate leads and screen
-Always ask for referrals
-Deploy a systematic follow-up process
-Redirect and refocus as needed