Our fees and services are a reflection of the needs of our clients and the level of recruiting required. With a custom approach, there is no one-size-fits-all pricing. That, in itself, is a big difference. We call our process and approach "Engineering Success" because each business has a different culture that can achieve a higher level of effectiveness with a specialized approach. Some of the best practices we employ include continually reaching out to the passive candidate, success profiling, structured interviewing, utilizing assessments to find the right fit for each position, and a commitment to follow up.

No. We work across diverse industries. The key to our business model is that our clients do not compete with each other. This allows Hire Resolution to utilize all sources (including recruiting from competitors) for our clients without conflicts of interest. Because we recruit on behalf of a company or division, we recruit across all job families.

No. At Hire Resolution, we work either as an extension of your recruiting team or as your complete in-house recruiting function. Smaller businesses use our on-demand (single) services when they do not have multiple needs. We can facilitate hiring an interim/contract employee if hiring a full-time employee is not the best option. Employment agency fees are typically paid by the applicant/job seeker. Our fees are always paid by our client companies.

Absolutely! Our process provides the framework for planning, success profiling, setting expectations, benchmarking, tracking, and evaluating candidates…all of which are the essence of Engineering Success.

Most employment interviews are subjective, yet this is where the most emphasis in the decision making process is placed. Studies show that unreliability stems from casual and unstructured interviews. The structured interview tools we provide our clients ensure sound employment decisions are made by:

• Assuring relevant information from the candidate is gathered;
• Overcoming interview pitfalls, especially where the interviewer talks too much;
• Being more confident, reducing nervousness, and remaining in control as an interviewer;
• Organizing the topics and questions so each interviewer is in harmony with the entire process and message;
• Allowing the candidate to get as much out of the interview as the company does by delivering pertinent information;
• Reducing the risk of losing litigation due to unfair selection practices.

A candidate's impression of the company is much more favorable when the company has thought through positions in their company. Companies achieve higher offer acceptance and retention rates as a result.

Assessments are designed to replace 'subjective' with 'objective' criteria for decision-making. An example is "good communication skills", which commonly appears in a job description. But "good" is still a subjective term and it really does not define anything. It is how an individual communicates that is an integral part of success. The communication section of the assessment evaluates verbal skills/reasoning and predicts compatibility. Other areas quantified by the assessment include thinking style, behavioral traits, interests, and an overview of the total person. Based on the results of our assessment, suggested follow up interview questions for further probing can be provided. It is important to point out that assessments are a tool for decision making, not the determining factor.

Since the goal is a long-term mutual fit for the client and candidate, the structured interview ensures overlaps and gaps are addressed in the selection process. Assessments are also an important benefit to a potential employee because they help identify compatibility or disconnects with a company's culture and job fit. That means a candidate can evaluate an offer with more objective information, thereby reducing the risk of making a move that is out of alignment with his or her goals and values.

Have you found yourself thinking "so many resumes, so little time"? Or lost qualified candidates because you did not get to them quickly enough? If your company is inundated with resumes with little time to sort through and qualify each one, these will be the service offerings we will discuss with you. Both service offerings are designed to eliminate the bottleneck that occurs between receiving resumes and identifying the most qualified candidates with timeliness.

The additional support received beyond The 1K and 2K Hires reflects added sourcing, structured interview guides, assessments, reference checks, etc. The most important distinction between these and the custom searches are that the positions utilizing this level of service must align with other competitive positions. A position for which the salary falls below the industry standards or is located in a remote area are examples of positions that is out of alignment, and not suitable for this level of service.

No. But many are. We approach each position with a fresh set of eyes and decades of experience. Because certain positions require additional search time, research, and/or sourcing, they fall into a different category. If a position requires these tools, we identify that from the onset and price it accordingly.

Candidates should expect to have references checked. Beginning with The 5K Hire level, we conduct reference checks on behalf of our clients. If background checks will be a part of the screening process, candidates will be advised before the checks are completed.

Hire Resolution is not your typical recruiting firm and we do not have a one-size-fits-all replacement policy. We are dedicated to having happy clients and we stand behind any hire that utilizes our structured interviewing and assessments in the process.