Onsite agency missed the mark. HireForces hit the target.
An Engineering Manager at a global semiconductor company was looking for eight mid- to senior level software engineers to add to his team. He had submitted his request to the onsite primary staffing agency, but the resumes he received from them fell short of the qualifications required. He turned to HireForces for help.
Our first step was to create a detailed software engineer profile based on the job requirements and client work environment. The client made it clear that there would be little “ramp up” time, so as we screened individuals we identified candidates who could immediately take charge and work with minimal supervision. As is our practice, the only resumes we provided to the Engineering Manager were those that met at least 90% of his requirements. We placed the first qualified engineer within two days. Within two weeks we had completely filled the request.
The primary agency was so impressed with our results, they asked us to be their primary agency and help them with any future needs they could not handle on their own. We continue to do so, and to date have placed more than 70 qualified candidates in various temporary and direct hire positions.
High Tech Company needed to ramp up manufacturing. Quickly.
A Silicon Valley high tech company needed to grow their manufacturing group from 10 to 120 employees within a 6-month period to support a new product line. They were working with a number of agencies, but none had provided candidates with the required skills and experience. They were looking for someone who understood manufacturing and could identify and provide talent that could hit the ground running.
We assigned an account manager who could “talk manufacturing” with the hiring manager, and translate his needs into specific job requirements. We then carefully screened potential candidates to make sure they had the required skills and level of experience necessary to be immediately productive. Within a month we had successfully placed 30 qualified manufacturing employees. While we continued to fill the manufacturing requirements, we proactively recruited for support staff that we knew would be required by the expanded operations.
HireForces met the goal of staffing up the manufacturing group to 120 employees in less than 6 months. Additionally, when the company expressed the need for support staff in the areas of purchasing, material handling, quality assurance and shipping/receiving we were ready and able to fill it. As a result of our strategic staffing approach, we became the company’s trusted partner for all their staffing needs.
Reluctant Candidate Lands Career-Boosting Role
Cara was an experienced HR Generalist who wanted to move into a position with more responsibility and growth opportunities. Her goal was to become the HR Manager of a small to medium size company within three years. Although her own job search efforts had produced few results, she was reluctant to use an agency because of negative experiences she’d had in the past.
We met Cara at a networking event. After a casual conversation about her career goals and job search strategy, Cara agreed to give us a try and we scheduled an appointment. Our first step was to explain our process to Cara and assure her that our goal is to find a good fit from both the candidate and client perspective. Next, we spent some time discussing her goals, values, skills and experience. We talked about the positions and companies she’d looked at so far and scheduled weekly phone check-ins.
Two weeks after our initial meeting with Cara a request came in for a senior-level HR Generalist. The job requirements, company size, and company culture sounded like a perfect fit for Cara. Plus, the hiring manager shared that she was looking for someone who could move into a management role as the company was growing. Cara interviewed for the position and was selected over two other candidates. Our reluctant candidate-turned-fan told us, “Thanks for helping me get where I want to be!”