Is it time to bring in recruiting resources?


Get Started – A Recruitment Overview

Define the role, value of the position and the logistics


Questions to ask in terms of logistics:

  • How will the position help accomplish your organization’s goals?
  • Who will manage this role? And what support and resources will she/he need to be successful?
  • What is the timeline in which you need to fill the position? Take into consideration team members’ schedules, internal projects/deadlines and external factors such as holidays and the time of the year.
  • In terms of logistics, where will the employee physically sit/do his/her work? Ensure you involve your IT person so that the employee has the technology needed to perform their job.
  • What funding is immediately available to recruit and fill this position? And what is the best use of these funds?

Now ensure the recruiting process is a success:

  • Make sure there is an agreement between all involved parties (leadership, board, hiring manager) on the specific needs, priorities, and timeline for the position.
  • Determine who, within your team, has experience sourcing candidates, screening resumes, conducting initial phone conversations, and coordinating the interview process.
  • Decide who will respond to inquiries and inform candidates of their status.
  • Identify which resources candidates will go to for information about the organization. Make sure your careers web page is current and compelling.
  • Ask about and coordinate dedicated time for your hiring managers, interview teams, and other stakeholders for the interview process. You want to give them ample time to do their job while also vetting potential quality candidates that will help the organization be even more successful.

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Tips for building your recruiting strategy:


  • Articulate why you are awesome. Having the ability to illustrate your company’s culture both internally and externally is key to making you stand out. It’s about creating an internal culture that attracts new employees and attracts and retains customers.
  • Give quality candidates a compelling reason to join the team. Location, training, benefits, compensation, educational opportunities, potential growth within the organization and relocation reimbursement.
  • Create a job posting that sells the opportunity, and gains exposure and credibility.
  • Calculate the real cost of each hire. Take into account:
    • Recruiting costs, including time and materials of internal team members
    • Base salary
    • Other compensation (i.e. bonus, equity)
    • Benefits (i.e. medical, transit, parking)
    • Taxes and fees (i.e. workers’ compensation, unemployment, payroll)
    • Technology and other equipment
  • Provide a description of the role and details of what will be expected of them. Do it during the phone interview and again during the in-person interview so the individual knows exactly what they need to deliver from day one.
  • Communicate, communicate, communicate. While the hiring process can be slow, it is important to ensure quality candidates are consistently in touch with you so that you do not lose out on the opportunity to hire them for a current or future position. Treating them with the upmost respect may result in them recommending new customers and referring other job candidates.
  • Define your onboarding plan and process. Ensure your new employee can quickly integrate into your culture.
  • Take the time to understand if they will change your regulatory threshold (i.e. ADA, FMLA, COBRA, ACA)


We really enjoy collaborating with organizations and can provide as much or as little as you need to find the right talent.


You can learn more about our recruiting services here.

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