Client Goals

San Diego and Orange County businesses rely on TurningPoint to hire top-notch, ethical and thoroughly screened professionals in a timely manner and at a fair price.

Areas of Expertise

  • VP/Director/Manager of Sales
  • Sales and Business Development Staff
  • CMO, Director/Manager of Marketing
  • Marketing Staff
  • COO, General Management, Director of Operations
  • Supply Chain, Customer Service, Human Resources
  • CFO, VP of Finance, Chief Audit Executive, Controller

The TurningPoint 3D Recruiting Plan

Define the ideal candidate

  • Conduct a “Skill Gap” Analysis
  • Identify the technical and cultural criteria – must haves vs. nice to haves
  • Create “the sizzle” – what is uniquely compelling about the position & company

Develop a target list, recruiting plan & short list

  • Create a list of top competitors & ideal prospects
  • Leverage our proprietary database, social media, exclusive network & in depth research
  • Identify top prospects, conduct phone & in–person screening

Deliver the best talent

  • Present a short list including resumes and customized bio while continuing to recruit new talent
  • Facilitate interviews, select finalist, complete references
  • Negotiate the compensation package & secure a start date

This unique process has resulted in a 3-year placement retention ratio of 91% and a candidate interview rate of 75%

Top 10 Questions to ask your Recruiter

  1. What differentiates them from the other recruiters in the area?
  2. What is their Retention Ratio? (the number of placements that are still in the job 1, 2, 3 years later)
  3. What is the recruiter’s average time to fill? (on average, how much time does it take them to fill this type of position)
  4. How does the recruiter source and screen their candidates? (Monster.com, direct recruiting, in-person, phone, etc.)
  5. How many orders is the recruiter currently working on and what is their capacity to add more?
  6. What is the recruiter’s “fill ratio” over the past 6-12 months (the percentage of positions they have filled compared to the number they have worked on – the industry average is approximately 50%)
  7. How many positions have been filled by the recruiter with the same criteria as your open position?
  8. On average, how many candidates do they present before a placement is made?
  9. What is the average salary for this type of position?
  10. What client references can the recruiter provide?
 

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