Talent Recruiting Services

Virtual Talent Acquisition Services:
Talent Recruiting

There are many people interested in working for your company — they just don't know it yet!

You need to begin recruiting when your company has an open or "soon-to-be-open" position. Talent recruiting is the act of sourcing and qualifying candidates, using a set of job criteria, and considering the company's culture. Whether you need to fill one open role, have a continuous need, or have periodic mass hiring needs, talent recruiting is a process that requires attentive recruiting.

Discovery Talent Strategies provides virtual talent recruiting. We go beyond simply relying on active candidates to express interest. We tap new talent pools and engage with candidates on a daily, sometimes hourly, basis. We utilize multiple channels to seek out candidates who are not actively looking but may be interested in making a change. We use customized, informative, and motivating messaging to engage in relationships with potential candidates and promote your company and jobs as if we were full-time members of your team.

How does Discovery Talent Strategies Provide Talent Recruiting?

Successful talent recruiting requires diligent and persistent talent sourcing. Unfortunately, finding the time and resources to commit to consistent and proactive sourcing efforts is difficult for most companies. While a committed daily grind is needed, many of the business and HR leaders we work with have busy schedules that don't allow for the extra time it takes. Our sourcing solutions are flexible and serve each client's individual needs. After an initial collaboration meeting, we will begin to deliver candidates that meet your qualifications, usually within a few days. We'll continue until we've fulfilled the need.

  1. Initial Meeting. We seek to understand the role, company, culture, job requirements, and interview process.

  2. Source and Screen Candidates. We begin the sourcing process that meets the job requirements and screen candidates to evaluate fit. We take thorough notes to capture the candidate’s full story.

  3. Present and Transfer Candidates. We present top candidates and support the hand-off to the next person in the interview process.

  4. Assess Performance. You provide us with candid feedback on the candidates so we can refine our search even better to fit your needs.

  5. Follow Through. We keep at it until you have the right person. Our clients often end up with a few top candidates from which to choose.

Common Questions in Talent Recruitment

  • Active candidates are those who apply for the jobs you post on your company career page or job boards. They are typically unemployed or are planning to leave their current employer and have started the process of searching for jobs that interest them. With the overwhelming number of job boards and places to find opportunities, candidates often apply to multiple positions to increase their chances of finding a new job with the best candidates quickly receiving offers from interested companies.

    On the other hand, a passive candidate is someone who not actively looking for a new job. Most often, this person is already employed elsewhere and hasn’t taken any steps to search for a new opportunity. These candidates are searching the job boards for new postings and likely don’t have an updated resume readily available. With most of the current workforces employed, there is a substantial number of potential employees who fall into the passive category and can yield a significant number of candidates with the right approach.

  • The most common go-to of organizations is to post open jobs on their company career page and, most likely, several job boards including Indeed.com. However, in most cases, the company will not receive the quantity and/or quality they are seeking by job posting alone. Proactive recruiting, or sometimes known as passive sourcing is the practice of identifying candidate who are not actively looking for a new job but possess the requirements of an open role. This can be done through resources such as social media and resume databases to seek out candidates and send communication regarding your open opportunity. This approach involves helping a candidate learn about an opportunity they may not otherwise have seen and make an informed decision whether they are interested in learning more. The practice of Proactive Recruiting can boost the number of candidates coming through the pipeline while creating more awareness of your company and open opportunities to unsuspecting jobseekers.

  • No need to sugar coat this…the process of proactive recruiting can be time-consuming, tedious, and may sometimes seem to yield minimal success. Therefore, many companies abandon the approach or never start in the first place. However, there are ways to be successful in this endeavor and the consistent effort will pay off by helping you land more potential candidates and spread the word about your company. It is certainly not as easy as just posting a job, but when that is not enough these proactive efforts can really pay off when the commitment is made to invest in proactive recruiting.

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