What you need to know
After 25 years and more than 10,000 hours of recruitment experience, one could say that RecruiterDNA has refined its process to a science.
By ensuring all stakeholders agree and sign off on core role requirements and our search process milestones and get a chance to give valuable input, we start off each project with a solid foundation.
This is one of the ways we deliver such high quality results so fast.
Avoid Mis-hires
Although the recruiting process at most businesses does a great job of evaluating candidates on technical skills, it does not account for what causes most new hires to be a poor fit. In 89% of cases, the factors that cause new employees to fail are unrelated to technical skills.
It is estimated that 46% of the new employees will turn out to be bad hires within 18 months.
The Solution
At RecruiterDNA, we leverage a comprehensive assessment system that evaluates the mental and behavioral attributes essential for success—attributes that, when overlooked, often lead to poor hires. Our assessments focus on job-specific cognitive abilities and work personality traits, providing a deeper understanding of each candidate’s potential. With a catalog of pre-built assessments for over 950 job types and the ability to create custom evaluations, we ensure that every candidate is thoroughly screened for both technical and cultural fit, helping you make better hiring decisions efficiently and cost-effectively.
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Step 1 - Client Diagnostics MeetingUndoubtedly, the most crucial step of the process is drawing from our over 10,000 hours of search and recruitment experience, enabling us to understand that each search project is unique.
Our secret formula for identifying the ideal candidate persona includes a proprietary survey given to everyone on your hiring team, including the manager. This will help us understand the ideal team culture and work style, allowing us to benchmark every candidate interested in your role.
We collaborate with the hiring team to establish the key job search criteria that will guide the entire search process. We will not proceed with the search until we reach a consensus on the specific criteria used to evaluate a potential candidate's qualifications.
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Step 2 - The Discovery MeetingDuring this meeting, we will delve deep into the job requirements, internal hiring processes, previous work, and other essential information. This will allow us to enhance our momentum and efficiency, enabling us to progress to the next stage swiftly. As a result, we will deliver a long, high-quality list for you and the team to review.
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Step 3 - Custom Search StrategyCustom Search Strategy
We use all the valuable information collected during the Discovery stage to create a customized search strategy for your job.
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Step 4 - Talent Map & Long ListOur research experts will map out all the organizational charts and relevant employees for your search. This collection of potential candidates is referred to as the "Long List."
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Step 5 - Customized Outreach CampaignStep 5 - Outreach Campaign & Engagement
Now that we have defined the job search criteria and identified your Ideal Candidate Persona (ICP), we will use your employer value proposition to develop a personalized outreach campaign that is both relevant and engaging.
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Step 6 - Candidate Engagement & Market IntelligenceAs we connect with candidates, we gather market intelligence, including salary expectations, regional trends, and work preferences. We interview and assess each candidate according to your specific criteria and administer our Work Style & Culture Fit survey. The refined list of candidates is then presented along with detailed report cards analyzing each candidate's fit.
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Step 8 - Client Candidate InterviewsWe offer two types of candidate interviews: asynchronous video interviews and live video interviews. Both formats use custom AI to capture and analyze candidate responses based on your search criteria.
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Step 9 - Offer StageWe don’t view “closing” as a last-minute negotiation. Instead, we prepare both the candidate and client from the outset to make well-informed decisions.
We don't believe in high pressue sales tactics. The majority of new clients are referrals.
