Small to Medium Businesses
How do you know you have a recruiting problem?
Internal Talent Acquisition Departments are either non-existent or have limited bandwidth to fulfill all hiring needs.
HR Leadership is stretched thin, not having resources to dedicate the appropriate level of energy into filling a candidate pipeline for all hiring needs, especially tough to fill openings such as technical or management level placements.
Sensitive to exorbitant fees of third-party contingent recruiting agencies.
Cost per placement, retention of internal staff, and culture fit are of the utmost importance.
Hiring is often reactionary due to growth, attrition, or changes in business climate such as acquisitions or opening additional locations. Thus, requiring a variable solution vs. adding additional internal talent acquisition headcount.
Companies all around the world are seeing impressive results from Recruitment Processing Outsourcing (RPO). If you're not happy with your current recruiting solution, it may be time to consider a switch. Using the flowchart below, find out whether RPO is the right...
Forming an all-star team isn't a walk in the park. Recruiting activities consume a lot of time, which may cause problems for HR teams without dedicated recruiting specialists. These teams often have to neglect other HR projects to shift their focus to hiring....
What is your role at LJTP? Sr. Talent Acquisition Consultant. Initial project with LJTP was a contingent search for Manhard Consulting in February 2020. Manhard was looking for a Civil Engineer with Project Management and Business Development experience in the...