Talent Navigators FAQs
The steps are up to you. Typically most clients allow us to recruit, pre-screen and qualify prospective candidates. Once that is done we present the top candidates (we try to limit that to no more than 6).
We try to pre-screen and qualify the best candidates to be more efficient with your time to meet only the best qualified candidates. The number of candidates will vary, but should be less than 10. If you’ve met more than 10 we’d suggest identify what’s truly missing.
Once we present a candidate and start the interview process average time to fill can be 14 – 45 days depending on the level and complexity of the hiring need.
Today’s 2019 market is being driven by candidates. What this means to employers is if you like someone you need to move fast or you risk losing them to a competitor. Roughly speaking a skilled candidate can be on the market for less than 30 days.
Assessments can be great if implemented as a tool to assess skills, understand a personality type and determine if that will add value and synergy to your current team. The Pro’s – if used correctly they can provide aid to the employer and employee including strengths, weaknesses, areas of improvements, how to manage etc… The Con’s – being inconsistent with assessments like using them in one area, but not another won’t provide any value long term.
We provide a basic reference check asking specific questions. Most of our clients have their own education verification and background check process during on-boarding. If your company doesn’t have that we can certainly provide that service at your request.
Unfortunately it’s hard to say and we can’t guarantee we will find you a job. If you have the right skills for an active search we are engaged on we will do our best to represent you to our client through the whole hiring process.
Our service to you, the candidate, is FREE. We provide guidance through the entire hiring process with absolutely no charge to you.
The only time you give notice to your current employer is when you have a written offer from the new company hiring you. The offer should details your salary, position title and start date. Never give notice before having a written offer.
An acceptable notice period for most jobs is two weeks. If you are on a temporary assignment one week is acceptable, although you may extend your notice to two weeks as a professional courtesy.
Your references should be made up of past managers or supervisors, peers and other professional contacts that will speak with someone about your skills and abilities. Personal references are not necessary.