open & unfilled positions

Recruiting is a sales process​

Find and keep top talent with TalenTrust’s proven and holistic approach that treats “recruitment as a sales process” – a sales process that requires strategy and resources. Like in sales, part of your strategy is building a pipeline of people with the right talent and culture fit who are available to you when you need them, instead of only when you are in a crisis. 

A pipeline and succession plan ensures that you never have to fill a position with second-best talent. 

Choose from the best candidates with the right skills, experience, and cultural fit, which will increase engagement and retention while reducing turnover at your organization. TalenTrust builds a pipeline of qualified candidates, so you’ll choose from the best people now and in the future. 

“TalenTrust helped us grow by over 250%. TalenTrust created holistic, scalable, cost-effective solutions that made sense for us. They have a great track record of helping high growth companies.” 

Scott Davis Director of Recruiting, Mercury

What Makes Our Process More Effective

  • Guaranteed Outcome: This proven, robust process drives results – filling critical roles and assuring cultural fit  
  • Execution: Partner with a collaborative, expert team to drive this strategic process vs individual recruiters to manage tactics 
  • Measurement: We evaluate results and improve efficiency + effectiveness at each stage of this process 
  • Passive Candidate Sourcing: We use extensive sources to identify the most qualified potential hires, including those who are not actively searching 
  • Candidate Engagement: As in sales, we create 8-12 compelling touchpoints using email, text, phone, social channels, etc. 
  • Candidate Choice and Selection: Compare multiple candidates and hire with confidence, based on data vs gut 

Recruitment is a Sales Process

Sourcing Passive Candidates

Are you still relying on the old “post and pray” approach to recruitment, where you place an online announcement when you have an opening and hope someone applies? It no longer works. Last year, the majority of people who changed jobs weren’t searching for one, according to Harvard Business Review. 

Don’t treat recruitment as a one-time event. Partner with TalenTrust to treat recruitment as an ongoing and strategic sales process. We identify prospective employees (those passive candidates), develop a strong employer value proposition (why work for you) and engage through compelling outreach (calls, texts, emails, events) and nurture them through a process to determine if they are a great fit for your organization.

Attracting Candidates

Finding and hiring ideal job candidates, especially those with in-demand skills, has become extremely hard, expensive and time-consuming.

To attract top candidates, your company needs a strong reputation and positive word-of-mouth, especially considering that 71% of workers use referrals from current employees to learn about an organization.

Enhance and leverage your employment brand in partnership with TalenTrust. We can evaluate employee engagement levels, assess your current employment brand, and provide recommendations to enhance and leverage it. You’ll attract candidates who are aligned with your culture, increasing offer acceptance rates and reducing employee turnover.

Compensation

Talent & Culture Report Card

Your company’s ability to find and keep people is based on much more than your recruiting tactics. It’s dependent on several interrelated factors. Take this brief quiz to help identify areas of strength and opportunity within your organization’s human capital strategy.

Questions to ask yourself

  • How do you find great people, faster?
  • Are you hiring the right people?
  • Do unfilled positions limit your company’s growth?
  • Do you continually source and engage candidates with the right skills, experience, and cultural fit?
  • Have you developed a pipeline of qualified candidates, so you can choose from the best people now and in the future?

Advice on unfilled positions? It's in the book.

“Most companies consistently state that their people are their most valuable assets, but often they don’t spend the time, effort, or money needed to find and keep great people—and certainly not the resources they spend acquiring customers. What we find is that companies know what they need to do, but many do not do it.”

Kathleen Quinn Votaw, CEO, TalenTrust