trisearch

JGA Partners Enters Partnership with TriSearch, Expanding Support for Executive Search Firms and the Talent Acquisition Function

Mon, 16 Mar 2026 17:26:10 GMT

JGA Partners Enters Partnership with TriSearch

JGA Partners Enters Partnership with TriSearch, Expanding Support for Executive Search Firms and the Talent Acquisition Function

New York, NY

JGA Partners, a trusted advisor to executive search firm owners and partners since 2015, today announced that it has entered into a formal partnership with TriSearch, a leading retained and engaged, mid market recruiting firm consistently ranked among the top 50 search firms nationally. The partnership strengthens JGA Partners’ ability to serve the executive search industry while preserving its long standing independence when working with executive search firms as clients.

JGA Partners has built its reputation by advising, recruiting, and supporting executive search firms and their leaders across North America and internationally. That focus will remain unchanged. JGA Partners will continue to operate as a dedicated partner to search firm owners, providing Partner and Principal recruitment, compensation consulting, leadership advisory recruitment, and M&A services for firms exploring growth, succession, or sale.

What changes is scale and capability.

By partnering with TriSearch, JGA Partners gains access to expanded recruiting resources, infrastructure, and technology that enhance its ability to support search firms and their clients, without becoming a competitor to them.

“TriSearch is the ideal platform for JGA Partners to continue and deepen the work we have done with executive search firms for nearly a decade,” said James Abruzzo, Founder of JGA Partners. “We have partnered with each other for years, and we share a common history in the market. The trust, values, and philosophy around search were already there.”

Abruzzo highlighted TriSearch’s Referral Partner practice as a particularly strong fit for the executive search ecosystem.

“Many pure C suite firms do not have the appetite or infrastructure for mid level, director level, or RPO engagements, yet their clients still need those services,” Abruzzo said. “TriSearch’s Referral Partner practice is a formal, transparent solution that allows search firms to retain their client relationships while expanding what they can offer. I've been a referral partner to the firm for years and loved it's simplicity, transparency, and quite frankly, the easy of earning additional income for a simple introduction email.”

Through the Referral Partner model, TriSearch collaborates directly with referring search firms by sharing invoicing, providing access to client portals to track project progress, and maintaining full transparency throughout the engagement. Referral partners receive meaningful fee participation for referred work, with some partners earning more than one million dollars annually in referral fees.

“For me, this aligns perfectly with JGA Partners’ mission,” Abruzzo added. “It is about helping search firm leaders solve problems, whether it be their internal challenges, for their clients, strengthen relationships, and unlock new revenue, not competing with them.”

TriSearch brings more than twenty years of experience delivering mid market engaged search, RPO, and talent scaling solutions to corporate and private equity backed clients. The firm is widely recognized for its operational rigor and client impact.

“JGA Partners’ services and expertise align precisely with what we do,” said Bob Aylsworth, CEO of TriSearch. “There are synergies across the board. In addition to James and his team bringing deep expertise to support executive search firms, James will help us further expand Talent Partner recruitment within our private equity client base,” adding, "James has been responsible for some of the most notable people moves within the talent acquisition and recruitment industry, and the only person and firm we would want to partner with."

Aylsworth also noted a growing trend within private equity and portfolio companies.

“Private equity increasingly recognizes that talent is core to value creation,” he said. “As a result, we have noticed PE firms are bringing experienced executive search professionals in house to lead talent and growth initiatives. James and his team, over the past decade, has built one of the deepest networks of search leaders capable of stepping into those roles, so we will absolutely be leveraging this partnership to further recruit executive search professionals into internal PE and VC talent partner roles”

“I have said and written for years that executive search firms must offer more than recruitment alone to stay competitive,” Abruzzo concluded. “This partnership puts that belief into action by joining forces with TriSearch, while remaining fully committed to supporting the executive search community.”

About JGA Partners

Founded in 2015, JGA Partners is a leading advisor to executive search firms and talent acquisition leaders. The firm specializes in Partner and Principal recruitment, compensation consulting, leadership advisory services, and M&A advisory for search firm owners.

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TriSearch Welcomes Ron Woessner as Head of Agribusiness Recruitment! ��

TriSearch, a globally recognized leader in talent acquisition, is proud to welcome Ron Woessner as the Head of our Agribusiness Recruitment Practice!

With a distinguished career spanning agribusiness, industrial, venture capital/private equity, consumer products, healthcare, and financial management, Ron brings a wealth of knowledge to the TriSearch Practice.

�� Ron began his retained search career as Founder & CEO of Woessner & Associates, where he built a reputation for premium quality work and relentless pursuit of the perfect fit for his clients. He later served as Managing Partner at two top 20 international search firms and a domestic boutique.

�� A Certified Public Accountant, Ron started his career at Deloitte before joining CHS, now the world’s largest grain, fertilizer, and feed cooperative. Additionally, he was Treasurer & CFO of a mid-market company.

�� Beyond his professional success, Ron has been deeply involved in community and industry leadership, serving as a founding Board Member of MinuteClinic, Inc., a University of St. Thomas Alumni Board Member, and a Hill-Murray Foundation Board Governor.

�� Education: Ron holds a BS and MA from the University of St. Thomas.

We are excited to have Ron lead our Agribusiness Recruitment division, bringing his deep industry knowledge, leadership, and commitment to excellence to TriSearch! ��

Learn more about our Agribusiness Practice here: https://www.trisearch.com/agribusiness-practice

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mgoetz@trisearch.com (Michael Goetz) — Thu, 19 Sep 2024 16:41:19 GMT

Why Using TriSearch for Next-Gen RPO Matters Today

In today’s fast-evolving talent landscape, TriSearch’s Recruitment Process Outsourcing (RPO) Reimagined is the solution companies need to stay competitive. Traditional recruitment models no longer suffice when businesses face constant change in hiring demands, talent expectations, and technological advancements.

Next-Gen RPO by TriSearch is an agile, tech-driven approach that leverages data, AI, and human expertise to solve recruitment challenges in real-time. But what sets it apart is our customized scalability, making it adaptable whether you’re a startup or an enterprise.

Why Next-Gen RPO is Essential for the Future

1. Agility and Scalability: Business growth or seasonal shifts shouldn’t disrupt your recruitment process. TriSearch’s next-gen RPO offers scalable solutions that adapt to changing hiring needs without sacrificing quality or speed.

2. Technology Integration: TriSearch leverages the latest AI and predictive analytics to source, screen, and engage candidates more efficiently than ever before. Our data-driven strategies streamline recruitment, significantly reducing time-to-hire and cost-per-hire.

3. Human-Centric Approach: While technology drives efficiency, the human element remains vital. We pair cutting-edge tools with a deep understanding of organizational culture to ensure you get the best talent fit for your team.

4. Comprehensive Metrics and Continuous Optimization: TriSearch’s RPO doesn’t end at placement. Our process is built on continuous improvement, using real-time metrics to refine strategies and enhance recruitment outcomes. We track key performance indicators (KPIs) such as diversity, quality of hire, candidate satisfaction, and time-to-fill, ensuring our clients remain at the forefront of recruitment innovation.

Why TriSearch for RPO Today?

1. Tailored to Your Business Needs: Unlike one-size-fits-all solutions, TriSearch RPO is tailored to the specific demands of your business. Whether you’re a tech company scaling rapidly or an established enterprise looking to enhance your talent pipeline, we design a strategy that fits.

2. Strategic Partnership: At TriSearch, we see RPO as more than just outsourcing recruitment. It’s a strategic partnership where we align our goals with yours, helping you build a workforce that drives long-term success.

3. Future-Proofing Your Talent Strategy: With rapidly changing job markets, relying on static recruitment methods leaves companies at a disadvantage. TriSearch’s next-gen RPO is built for the future — agile, data-powered, and ready to evolve with your business needs.

Why Acting Now Matters

In a landscape where talent acquisition is becoming more competitive and the demand for quality hires grows, businesses that embrace the future of recruitment will thrive. TriSearch’s RPO Reimagined equips your business with the tools, technology, and expertise needed to stay ahead of the curve, ensuring that your recruitment process is not only efficient but also strategically aligned with your long-term business goals.

Amanda Bonnell Featured as as One of Chicago’s Most Dynamic Women of 2024

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Amanda Bonnell was recently featured in Modern Luxury Spotlight Magazine as one of Chicago’s Most Dynamic Women of 2024

Meet Amanda Bonnell, the head of the Women’s Leadership initiative and VP of Client Services for TriSearch, recognized as one of the nation’s top 30 recruiting firms by Forbes.

“A Dynamic Woman is a woman who is ‘of-service’ to her community, family and clientele,” says Bonnell. She describes the key characteristics of her leadership philosophy as service, empathy, visionary, gratitude, resilience, and most of all, listening and knowing that it’s the people that scale businesses. “I excel in understanding the leadership needs of my clients (PE & Family Office portfolio companies), that impact their growth goals, by focusing on aligning middle management to the C-suite and board, who are needed to execute their mission. Bonnell is truly a “talent visionary” in the PE and Family Office space.

Drawing inspiration from influential female leaders in fast-growing companies, Bonnell admires how they foster hyper-growth cultures needed to achieve goals, emphasizing their understanding that it is the “people” that impact the goals. Bonnell admires Elizabeth Browne, the managing director of GCM Grosvenor, for her track record of building entrepreneurial companies, as well as Allison Halpern, the COO and co-founder of TriSearch, for her ability to meticulously lead client projects with a smile. “Halpern is one of the main reasons I joined my firm. I wanted to ‘run’ with the best of the best, and TriSearch continues to be a recruiting industry leader greatly because of Halpern’s impact.” She is also inspired by philanthropy leaders, such as the founder, Sabrina Gracias, of ORTUS Foundation for mental health struggles in youth.

Chicago is the perfect city for her to be based in. “Being in the center of the country makes it easy to travel to my clients from the East to West Coast, South and North within hours,” Bonnell emphasizes. Her local community efforts include supporting St. Ignatius, the Lurie Children’s Hospital and Catholics Charities, serving dinners to those in need.

Photography by Belen Aquino for Gerber + Scarpelli

Photography Shot on Location at The Ritz-Carlton, Chicago (160 East Pearson Street) Jacket, Tank and Pant by Lafayette 148 (33 East Oak Street)

Onsite Styling by The LAB Artists

Amanda Bonnell Joins TriSearch

Tue, 13 Aug 2024 18:09:10 GMT

Amanda Bonnell Joins TriSearch

as the VP of Client Services (PE & Family Office Specialist) and Head of Women's Leadership Initiatives & Forum

Amanda Bonnell has joined TriSearch to lead Business Development, as the VP of Client Services (PE & Family Office specialist), and became the head of Women's Leadership Initiatives & Forum. She has a lifelong understanding that ‘people’ grow businesses, being the third generation of an entrepreneurial family, launching her own luxury business on Oak Street in Chicago, followed by opening & simultaneously operating the first Vera Wang Bridal flagship store in Chicago, with a five-year license agreement. Amanda implemented best practices in finance, operations & training, sales & marketing and HR, which led to sustained growth for both businesses. She also identified opportunities and resolved issues across all teams and functions; including client services, HR, marketing, sales, finance, & operations. Under her leadership, both stores achieved a remarkable 400% revenue growth in their first year and sustained 200% annual growth.

Amanda’s clients began asking her to advise them on their businesses, from start-up to scale, which became the catalyst for her transition into growth consulting. She founded RUNWAY 2 SCALE, Inc., a growth consulting firm, focused on leadership & talent assessment and alignment, communications, mission buy-in, and growth goal translation— all essential for achieving hyper-growth by recruiting & building teams that foster growth cultures and accelerate revenue. She has successfully advised CEOs of private companies with AUM over $5 billion, as well as small- and mid-cap PE firms and their portfolio companies, ranging from $5 million to $100 million.

Amanda is also involved with and supports many organizations, including Saint Ignatius, Laurie Children's Board, and Catholic Charities in their community efforts, such as serving dinners to those in need. Also, Amanda promotes foundations she believes are proactively addressing youth mental health, such as the ORTUS Foundation, led by Sabrina Gracias.

4 QUALITIES THAT HAVE LED TO AMANDAS’ CAREER SUCCESS

Being ‘of-service’ & part of the solution!

Listening & understanding my client's goals & challenges

Gratitude & Positive Mental Attitude
Hard Work & Work Outs!

“I am inspired by women leaders, in fast growing companies because they understand that it is their ‘people’ that achieve high growth goals. One of my favorites is Elizabeth Browne, Managing Director of GCM Grosvenor, with her success in building entrepreneurial companies. Along with Allison Halpern, COO & Co-Founder of TriSearch, whose success in meticulously executing client’s projects, with a smile, is inspiring – Allison is one of the reasons I joined my firm, I want to ‘run’ with the best of the best, and TriSearch continues to be one of the top 30 recruiting firms in the US. I want to help them become one of the top 10! ”

~ Amanda Bonnell

Can Artificial Intelligence make us act more human? Think Goldilocks

mgoetz@trisearch.com (Michael Goetz) — Thu, 08 Aug 2024 19:00:57 GMT

Can Artificial Intelligence make us act more human?

Think Goldilocks.

AI gets a bad rap, especially when it comes to the workplace.

For years, we’ve been hearing about job displacement, employee surveillance, and task automation, but there is another side of AI that can make a better workplace: uncovering when employees need to be seen, heard and appreciated.

That may sound like sci-fi, but advancements in AI allow us to rethink how we engage with the people we work with. The infusion of AI into learning Systems, Applicant Tracking, Payroll, and other data sources offers profound people insights . In addition, when employees or teams use a company's IT systems and collaboration tools, they generate a digital footprint. This footprint includes data such as how often and when they send and receive messages, the duration and frequency of their meetings, and various other metrics.

The abundance of HR-related data, combined with this digital footprint can uncover hidden, high-impact, signals about organizational talent.

At TriSearch we have partnered with Watercooler which provides AI driven people analytics. Watercooler applies AI to the digital footprint of employees and identifies talent risks including burnout and resignation.

Watercooler provides specific guidance on how to engage with individuals and teams to optimize for positive outcomes.

In the chart above, we look at the frequency of interactions between managers and those reporting to them and the likelihood of flight risk.

On the vertical axis, we show the flight risk of the employees in the study. The higher the number, the higher the risk. On the horizontal axis is the number of days per week the manager interacts with their employees. On the left we see that when managers rarely interact with their employees, there is a relatively high flight risk. This level of interaction may lead to the employee feeling disengaged and ignored by their manager.

Toward the right axis, we see that a heighted level of interactions could be perceived as over-communicating or even micro-management. Also, we notice that when managers interact more frequently, those employees who worked at the company for less than 3 years have a higher flight risk than the more seasoned employees.

In between, where flight risk is lowest, is at a sweet spot of 1-2 interactions per week. It’s the Goldilocks principle - not too much, not too little, just the right amount.

Going back to the question as to how AI can make work more human. It’s because AI can learn the behavior of a specific organization and teams and then make targeted recommendations accordingly. In other words, the example above is for one organization. Another organization will show different results.

Think of teams as tribes with unique behavioral characteristics that are invisible to the human eye. With AI, Watercooler can provide managers with guidance on how to engage with the people in their teams with a specificity previously unavailable. Watercooler also enables TriSearch to collaborate with clients in the creation of more effective candidate success profiles, resulting in better, more effective hiring.

People analytics is changing dramatically, and we are excited to be part of this exciting journey.

TriSearch Partners with Watercooler to Revolutionize Placement Evaluation

mgoetz@trisearch.com (Michael Goetz) — Tue, 11 Jun 2024 15:26:22 GMT

TriSearch Partners with Watercooler to Revolutionize Placement Evaluation

In the ever-evolving landscape of talent acquisition, a fundamental question haunts both agencies and clients: how effectively do placements translate into long-term success? Traditionally, this metric has remained frustratingly elusive, often hinging on incomplete longitudinal data or a disconnect between recruitment and performance management.

At TriSearch, an internationally recognized leader in talent acquisition (Forbes, Hunt Scanlon Top 50), the team has always strived for excellence in placement quality. However, the team recognized that relying solely on client-provided data limited their ability to comprehensively assess candidate-to-company fit. This data, often fragmented or unavailable, hindered the creation of truly predictive success profiles.

TriSearch is thrilled to announce its transformative partnership with Watercooler , a pioneering technology firm specializing in data-driven insights. Watercooler's innovative platform bridges the critical gap between Applicant Tracking Systems (ATS) data and historical/current organizational metadata. This powerful synergy unlocks a wealth of insights, empowering TriSearch and its clients to craft data-driven candidate profiles with unparalleled predictive power.

This groundbreaking partnership unlocks a multitude of benefits:

Prescient Turnover Reduction: By leveraging advanced analytics, Watercooler helps anticipate and mitigate potential turnover scenarios, fostering long-term employee retention.
Real-time Onboarding Visualization: Gain real-time insights into employee onboarding experiences, allowing for immediate adjustments and a smoother integration process.
Enhanced Productivity for All: A data-driven real-time understanding of employee engagement and organizational workflows translates into measurable productivity gains at both individual and organizational levels.

“This collaboration signifies a significant shift in the talent acquisition paradigm. By embracing data-driven insights, TriSearch and Watercooler move beyond anecdotes and subjectivity, towards a future of data driven talent insights that empower our clients, recruiters, and candidates to make better decisions,” says Tony Fogel, President and Co-Founder at TriSearch.

According to Eitan Vesely, Co-Founder and CEO of Watercooler , "As we deepen our AI capabilities in the areas of talent acquisition and development, we are thrilled about the opportunity to collaborate with TriSearch."

HR & Legal Recruitment Powerhouse Bill Mateikis Joins TriSearch as Practice Leader

mgoetz@trisearch.com (Michael Goetz) — Wed, 05 Jun 2024 17:35:20 GMT

HR & Legal Recruitment Powerhouse Bill Mateikis Joins TriSearch as Practice Leader

Industry veteran’s addition to further solidify TriSearch’s HR & Legal Recruitment’s nationwide search capabilities and reach

(Denver, Colorado, June 6, 2024) TriSearch, the internationally recognized leader in talent acquisition (Forbes, Hunt Scanlon Top 50), welcomes Bill Mateikis as its new HR & Legal Recruitment Practice Leader.

Bill is joining TriSearch for what he expects to be his encore career, after 40-years in the HR, legal and compliance professions, including as an HR field generalist, Chief HR Officer, law firm associate, in-house labor & employment expert, international trade compliance specialist, general counsel & corporate secretary, and professor of law.

Bill is known for his persistent drive for execution excellence, high integrity, candor, collaborative style, and his insightful approach to talent challenges from both the client and candidate perspectives. Having spent the past three years at a retained executive search firm executing HR, Legal and Compliance searches, Bill’s longstanding perspective is that, as important as executive roles are to an organization, the Human Capital and Talent needs most crucial to an organization’s success are below the executive suite.

Bill states, “I decided to join TriSearch for two fundamental reasons. First, because of the TriSearch culture of client collaboration, internal teamwork, tenacious execution, high integrity, and values beyond words and second, but equally critical, my certainty that I will make a broader and greater impact for clients at TriSearch.”

“We have been partnering with Bill for years as a referral partner,” states Bob Aylsworth, CEO of TriSearch, “And we couldn’t be happier to have him join our team! Bill’s talent and experience will be instrumental to our HR and Legal recruitment solutions while his professional and personal character are second to none.”

While continuing strategic individual searches, Mateikis will leverage TriSearch's Customized Partnership Recruiting (CPR) model to tailor solutions for clients. He'll also actively seek referral partners to expand TriSearch's reach.

Empowering Your Growth Engine: A Guide to Building High-Impact Middle Management

99e11708@Shazamme.com (Shazamme System User) — Fri, 10 May 2024 18:26:45 GMT

Empowering Your Growth Engine: A Guide to Building High-Impact Middle Management

Authors: Tony Fogel, President & Co-Founder - TriSearch and Adelaide Maffey, Vice President Strategic Partnerships - Bespoke Partners

Taking on a leadership role as a new executive means inheriting an existing team. This transition is as exciting as it is daunting. With new perspectives and strategic visions in tow, the true challenge lies in unlocking the full potential of your organization, starting with the foundational middle management layer. This blog will delve into when to hire middle managers, the current hiring trends, and their critical role in fostering value creation.

When to Build Your Leadership Engine

The compulsion to quickly fill vacancies can be strong for any new leader. However, it's crucial to curb the rush to make immediate hires within the first 30-90 days. This period should be dedicated to assessing organizational needs, identifying critical gaps, and determining priorities for key hires.

Initially, the focus should often be on securing direct reports, like functional leaders, or a chief of staff, to establish a robust support system. New executives must navigate common pitfalls such as prioritizing urgency over cultural fit or forming a team of individuals who reflect their own thinking and style too closely. Making informed decisions on organizational structure, required candidate profiles, and skills takes time but will help reduce the financial cost and wasted time of bad hires.

Navigating the Hiring Landscape: Current Trends

As the talent market intensifies, the demand for skilled middle managers has seen a parallel rise with C-level placements. Companies are recognizing the value of both strong C-level leadership and competent middle managers who can execute the vision and keep high-performing teams engaged. Harvard Business Review* research shows a 23% increase in managerial roles between 2005 and 2020, alongside rising wages and we have seen this trend continue in the current market. Anticipating organizational needs, securing budget approvals, preparing compelling job descriptions, and building talent pipelines will help organizations effectively ride this wave.

Notably, there is a significant shift in hiring focus from merely valuing experience to emphasizing skills. Pinpointing the exact skills necessary for each role is now paramount because these competencies directly influence an individual's ability to perform and innovate within their position. For example, a job description for a Marketing Manager might be:

Traditional Focus: 10+ years of experience in marketing, proven success record in managing large marketing budgets.

Skills-Based Focus: Strong analytical skills to interpret marketing data, expertise in content marketing and social media campaigns, ability to demonstrate ROI on marketing initiatives.

Companies poised for success excel in identifying and evaluating these specific skills. This approach not only ensures a precise match for current needs but also aligns with the company’s strategic goals, setting them apart in a competitive landscape. While experience provides context, it is the skills that drive performance and future growth.

The Unsung Heroes: The Value of Effective Middle Management

Middle managers are often the unsung heroes within an organization. Their role is crucial in bridging the gap between executive vision and operational reality. These managers bring a unique skill set that amplifies the effectiveness of the entire management structure.

Here are some essential attributes to look for in potential middle management candidates:

Ownership Mentality: Look for individuals who show an entrepreneurial spirit, those who take initiative and are proactive in driving projects to completion.
Crisis Management Savvy: Effective middle managers thrive in adversity. They excel in navigating challenges, prioritizing tasks, delegating effectively, and rallying their teams during turbulent times.
Talent Development Champions: These managers not only handle their current responsibilities well but are also adept at identifying and nurturing high-potential talent within the organization.

Investing in a robust middle management team allows you to empower these key players to act as a dynamic growth engine for your organization. Their capacity to flawlessly execute strategies and foster future leaders is indispensable in realizing your investment thesis and driving sustained organizational success.

Building high-impact middle management is about strategic alignment and finding the right mix of skills and personalities to translate high-level vision into tangible outcomes. By carefully selecting, nurturing, and empowering middle managers, you set the stage for a culture of leadership that permeates every level of the organization. The result? A resilient, responsive, and competitive business poised for long-term growth.

About Bespoke Partners

Bespoke Partners is the largest firm focused exclusively on executive recruiting and leadership advisory services for software and SaaS companies in the United States. The firm is the leadership talent partner of choice for public, private, private equity and venture backed software companies. Bespoke’s unique, data-driven services complete searches in typically half the industry average time with a 95% placement success rate. The firm’s unique methodology identifies leaders who will accelerate growth and cuts the risk of C-suite mis-hiring.

Learn more at www.bespokepartners.com.

About TriSearch

TriSearch is an International full-service talent acquisition firm that provides high touch recruitment for all positions below Executive Search. Recognized by Forbes and Hunt Scanlon as a Top Nationwide Recruiting Firm, TriSearch provides Targeted Single Search (TSS), Customized Partnership Recruiting (CPR/multiple roles), and Recruitment Process Outsourcing (RPO/high volume).

Rethinking Recruitment: The Evolution of RPOs for 2024

Wed, 17 Apr 2024 18:01:56 GMT

Rethinking Recruitment: The Evolution of RPOs for 2024

As businesses navigate an increasingly complex and fast-paced marketplace, the traditional models of recruitment process outsourcing (RPO) are being called into question. The need for more flexible, agile, and forward-thinking RPOs has never been more apparent, especially as we step into 2024. Companies are seeking partnerships that not only fill positions today but also anticipate the skills and roles they will need tomorrow. In this article, we'll explore how RPOs are evolving, focusing on key areas such as precise candidate success profiles, fresh research and industry-leading technology, and performance-based pricing with extended guarantees.

Traditional RPO vs. Modern Needs

Traditionally, RPOs have been viewed as a means to outsource the recruitment process to external specialists to reduce costs and streamline hiring. These providers typically offered end-to-end services from job profiling through to the onboarding of new hires. However, this model often lacked customization and agility, operating within a one-size-fits-all framework that failed to address specific client needs or adapt to changing market dynamics.

The 2024 Vision for RPOs

For RPOs to be relevant in 2024 and beyond, they must transition from their traditional roles to become more dynamic partners in talent acquisition. Here’s how they can achieve this:

Precise Candidate Success Profiles

In 2024, RPOs need to refine their approach to candidate profiles. Instead of broad job descriptions, RPOs should develop precise candidate success profiles that align closely with a company's current and future goals. These profiles are not just about filling a vacancy but ensuring a strategic fit that can drive long-term success for both the employee and the organization.

Fresh Research & Industry-Leading Technology

To stay ahead, RPOs must leverage fresh research and the latest technological advances, including artificial intelligence (AI). AI can enhance the recruitment process by providing deeper insights into candidate suitability, predicting job performance, and streamlining administrative tasks. This technology enables RPOs to offer candidates who are not only qualified but are likely to excel in their new roles.

Forward-Looking, Agile RPO Solutions

An agile RPO framework is essential to adapt swiftly to the changing needs of the business landscape. This means implementing strategies that accommodate fluctuating hiring demands and evolving job criteria. An agile RPO provider works as an extension of a company’s HR department, continuously aligning recruitment strategies with business objectives to solve both current and future challenges.

Extended Guarantees and Performance-Based Pricing

To demonstrate their commitment to quality and alignment with client interests, forward-thinking RPOs offer some of the longest guarantees in the industry, backed by performance-based pricing models. These guarantees ensure that hires are not just quick fixes but are effective in their roles over time. Performance-based pricing, meanwhile, ensures that companies pay for tangible results, aligning the cost of RPO services with their effectiveness.

Conclusion

As we look towards 2024, the need for more refined, responsive, and technologically adept RPOs is clear. Companies are looking for partners who do not just fill positions but who enrich their talent strategy with precision and foresight. The next generation of RPOs promises to deliver this, transforming the landscape of recruitment process outsourcing with a focus on long-term, strategic success.

How to Optimize Your Resume for an ATS

Thu, 08 Feb 2024 23:32:57 GMT

Did you know that 75% of submitted resumes are never even seen by human eyes?

How to tailor your job application to successfully navigate the machines

I was recently asked to deliver training on how to optimize applications for an ATS. The audience was one of our outplacement firm partners in the UK. Given their positive feedback, I decided to share the content in a series of installments. I look forward to your feedback.

Why Hire the Employee You Can't Afford in the Hottest Cybersecurity Market?

Thu, 03 Aug 2023 05:43:19 GMT

Why Hire the Employee You Can't Afford in the Hottest Cybersecurity Market?

Updated: Nov 27, 2022

By Travis Thomas

In the wake of the digital transformation, cyberattacks have become more prevalent. Consequently, there is a high demand for cybersecurity professionals in the job market due to a lack of qualified individuals to manage and secure the online world. An acute shortage of cybersecurity workers in the United States is hurting organizations irrespective of their size. According to a recent IBM report, cyber security job postings currently account for 13% of all IT jobs .

What Are the Causes of the Cybersecurity Workforce Shortage?

It is difficult to attract and retain qualified cybersecurity professionals without the assistance of an external search firm specializing in the network security and cybersecurity market.
Overloaded workforce and absence of on-the-job training.
Teaming with an external search firm that quickly becomes an extension of your internal talent acquisition team.
An effective retention strategy that avoids this: Once hired, cybersecurity professionals must frequently deal with massive workloads, which increases the risk of stress and increases the likelihood of your best performers leaving your organization.
Hiring managers have unrealistic expectations because candidates' soft skills are not considered during the interview process.
Lack of diversity

The lack of cyber security professionals has led to various issues, such as an increase in malicious breaches and the theft of personal and financial information. The nation's digital and cyberinfrastructure, including its economic, utility, and transportation networks, is under threat, and the situation appears to worsen by the day.

Source: https://www.techtarget.com/searchsecurity/news/252463186/Effects-of-cybersecurity-skills-shortage-worsening-new-study-says?amp=1

Cloud security, application security, and security assessment/investigations are the top three technological domains most impacted by a cybersecurity skills shortage. When there aren't enough people with these skills, employers must pay more for them.

Everyone Is at Risk from Cybercrime

From high-profile multinational corporations, SMEs, to start-ups, and government agencies, no one is immune to cybercrime threats. According to IBM, SMEs are hit by 62% of all cyber-attacks, about 4,000 per day. Cybercrime in a Pandemic World: The Impact of COVID-19 Findings , a report released in 2021 by McAfee Enterprise and FireEye, emphasized the urgent need for enterprises to prioritize and upgrade their cybersecurity infrastructure. On average, cybersecurity jobs are currently more lucrative than others in IT. According to the statistics, 81 % of enterprises saw elevated cyber-attacks during the pandemic. In May 2020 , the Chief of UN Disarmament said that even though the COVID-19 pandemic has led to more technological innovation and online collaboration, it has also led to more cybercrime. During the current crisis, the number of malware emails has gone up by 600%.

Source: https://paloaltoexam.blogspot.com/2021/03/cyber-security-its-types-and-advantages.html

Furthermore, small businesses are an easy target for cybercriminals. They steal data in order to hijack bank accounts, submit false tax returns, and even obtain customers' personal identification information to perpetrate health insurance fraud.

The Demand for Seasoned Cybersecurity Professionals is Surging Substantially

As technology becomes more digitally connected, the need for cybersecurity specialists will increase in the coming years. Security threats will grow in parallel with the Internet of Things and cloud computing. As a result, the demand for expertise to tackle these issues will also surge. Managing cybersecurity is important, and employers need to look for people with experience and a good track record.

The Best Solution to Tackle the Issue of the Cybersecurity Skills Gap

The best way to tackle the skills shortage problem is to hire cybersecurity professionals you cannot afford. Regardless of how crazy it sounds, hiring even one seasoned cybersecurity professional instead of five average cybersecurity professionals can make a big difference. How? A beginner will not provide the same level of quality work as a seasoned cybersecurity professional.

Hiring seasoned cybersecurity professionals is not as expensive as you might assume. You need to find the right candidate. To encourage seasoned cybersecurity professionals, you can provide them with enticing benefits such as competitive compensation packages, free lunches, healthcare coverage, flexibility, bonuses, and even stock options. It would be best if you made them aware of what you could offer now and in the future.

Only lucrative opportunities can help retain good employees and make them loyal and committed to their employer. Simultaneously, you must take steps to limit burnout by reducing the burden of cybersecurity teams so that the staff does not feel intimidated by dealing with various challenges.

The longer an employee continues working with the company, the less it costs in terms of recruitment, replacements, and training. Consequently, this helps employers save a lot of money in the long run. Here are a few reasons why hiring an expert you think you probably couldn't afford in the competitive cybersecurity market makes sense:

Enhanced Productivity: Hiring an industry veteran raises the bar for everyone in your firm. As a result, the productivity of all employees in your firm shoots up.
More Expertise: A seasoned cybersecurity professional has years of knowledge and experience. They bring more value to your company rather than focusing solely on their income or pay check.
Unmatched Potential: Experienced professionals are highly talented and sought after. They can progress through the ranks with adequate training or take on more challenging roles. In contrast to typical employees, they are not placeholders, waiting for something better to come along. High performers see their company as an investment in themselves, which drives them to stay, work diligently, be committed, and climb through the ranks.
Reduced HR Expenses: You can get by with fewer workers if you recruit experienced, intelligent, driven, and talented cybersecurity specialists. As a result, you can save on assorted costs, including healthcare, training, benefits, software licenses, parking, payroll processing, and other aspects that make recruiting expensive. Lowering HR costs means that you can attract and keep the best employees because you don't need a lot of average workers, just a few who are smart and skilled and can add value to your business.

These solutions can help organizations attract competent security personnel and confidently address their cybersecurity demands. As more people enter the cybersecurity industry with suitable degrees and reduce the existing gap, the talent shortage will not last forever.

Until then, businesses must implement strategies to mitigate the impact of the ongoing skills shortage by building a happy and content cybersecurity staff of seasoned individuals. If you choose the wrong candidate, you will end up exposing your company to more cyber threats and having to start back at the drawing board to search for the right talent. If you hire the right talent, you will be well-positioned to fend off attacks, safeguard your organization, and outperform your competitors in all business aspects. Choosing the right candidate implies that you have made a substantial investment that is likely to pay off in the long run. Again, once you are used to employing the best, you will soon learn to identify top-notch talents.

Last but not least, well-versed and brighter professionals will not only benefit your organization; they will also challenge you to be a better version of yourself with their enthusiasm, ideas, and commitment. Hire the professionals you think you can’t afford, and you will soon realize how valuable and affordable they prove to your company in the long run.

References

https://www.americanexpress.com/en-us/business/trends-and-insights/articles/hire-the-employee-you-cant-afford/

https://blog.isc2.org/isc2_blog/2017/02/cybersecurity-workforce-gap.html

https://www.ibm.com/blogs/ibm-training/new-cybersecurity-threat-not-enough-talent-to-fill-open-security-jobs/

https://www.livemint.com/technology/shortage-of-cybersecurity-professionals-a-key-worry-for-firms-in-22-11642015098080.html

TriSearch is looking for Nurse Practitioners!

Thu, 22 Jun 2023 05:40:32 GMT

TriSearch is looking for Nurse Practitioners!

TriSearch is looking for Nurse Practitioners, Full & Part Time- Nationwide. #jobseekers #jobs #nursepractitionerjobs #teamwork #trisearch #healthjobs

TriSearch / Client Box Seats - NBA Playoffs

Thu, 08 Jun 2023 05:46:54 GMT

TriSearch / Client Box Seats - NBA Playoffs

We couldn’t be more grateful for our incredible clients at TriSearch! They are the heart of everything we do at TriSearch. As a team, we are constantly pushing ourselves to provide top-notch hiring solutions that not only help businesses grow but also create meaningful connections with their employees. We thank each and every one of our clients for trusting us in their journey towards success! Thank you for those who were able to spend the night with us watching the Nuggets playoffs!

Why Retained Search is the Better Option for Your Company

Tue, 23 May 2023 13:41:05 GMT

Why Retained Search is the Better

Option for Your Company

By Patrick Nille s

In the competitive world of talent acquisition, the debate between retained search and contingent search is a long-standing one. While both methods have their merits, we believe that retained search offers significant advantages over its contingent counterpart. In this comprehensive article, we will delve into the key differences between the two approaches and provide a clear case for why retained search is the superior choice for your company. Let's explore the various aspects of retained and contingent search, and discover why TriSearch is the best retained search firm to partner with.

Understanding Retained and Contingent Search

Before diving into the advantages of retained search, let's first understand the fundamental differences between retained and contingent search models.

Retained Search

In a retained search model, a company enters into an exclusive partnership with a search firm, which is paid upfront to conduct a thorough and dedicated search for top-level talent. The search firm is committed to identifying, screening, and presenting a shortlist of highly qualified candidates that fit the client's specific requirements. This model is typically used for filling senior-level positions and C-suite roles, where the stakes are high, and finding the right candidate is crucial. TriSearch , however, is unique in that it offers the same elite level of service for all echelons within an organization.

Contingent Search

In a contingent search model, the search firm is only paid upon the successful placement of a candidate. Multiple firms may be working on the same position simultaneously, creating a competitive environment that can lead to a more rushed search process. Contingent search is often used for filling lower to mid-level positions, where the focus is more on speed and volume rather than an in-depth analysis of the candidate pool.

Commitment and Accountability

One of the key advantages of retained search is the level of commitment and accountability it offers to clients. Since the search firm is paid upfront, they are highly motivated to deliver the best possible results and fulfill their obligations to the client.

Dedicated and Tailored Approach

Retained search firms provide a comprehensive, dedicated, and tailored approach to the search process. They take the time to understand the client's organizational culture, industry trends, and specific requirements, ensuring a highly targeted and efficient search.

Regular Reporting and Update

Retained search firms also offer regular reporting and updates on the search progress, keeping the client informed and engaged throughout the entire process. This level of transparency and communication is crucial for maintaining trust and fostering a strong partnership between the client and the search firm.

Quality Over Quantity

Retained search firms prioritize quality over quantity, ensuring that the candidates they present are not only highly qualified but also the best fit for the client's organization.

Comprehensive Market Mapping

Retained search firms conduct a full market mapping exercise, identifying top talent within the industry and creating a pool of potential candidates. This ensures that the search is thorough and exhaustive, leading to a more diverse and highly qualified selection of candidates.

In-Depth Vetting and Screening

Retained search firms also perform in-depth vetting and screening of candidates, including face-to-face/virtual interviews and thorough background checks. This ensures that the candidates presented to the client are of the highest quality and have the necessary skills and experience to excel in the role.

Access to Passive Candidates

Retained search firms have the ability to tap into the passive candidate market, giving clients access to top talent that may not be actively seeking new opportunities .

Networking and Industry Connections

Leveraging their extensive industry connections and networking capabilities, retained search firms can identify and engage with passive candidates who may be open to new opportunities if the right offer comes along.

Attracting Top Level Talent

The involvement of a retained search firm in the recruitment process sends a message to potential candidates that the client is serious about finding the best talent for their organization. This can be particularly appealing to passive candidates, who may be more inclined to consider a new opportunity if it is presented to them by a reputable retained search firm.

Cost Efficiency and Value for Money

While the upfront cost of a retained search may appear higher than that of a contingent search, the overall value for money and return on investment can be significantly greater.

Comparable Costs

The total costs of retained and contingent searches are often comparable, with the main difference being in how the costs are invoiced. Retained search fees are paid upfront and credited towards the final placement fee, whereas contingent search fees are only incurred upon successful placement.

Higher Success Rate

Retained search firms have a higher success rate in filling senior-level positions, as they are more committed and focused on finding the right candidate. This means that the client is more likely to secure top talent in a timely manner, ultimately saving time and resources in the long run.

Confidentiality and Discretion

Retained search firms can offer a high level of confidentiality and discretion, which is particularly important when filling sensitive or high-profile positions.

Confidential Searches

Retained search firms are able to conduct confidential searches, ensuring that sensitive information is protected and not disclosed to external parties until necessary.

Managing Sensitive Information

If a search requires the handling of sensitive information, the deep partnership and trust established with a retained search firm are invaluable in ensuring that the process is carried out with the utmost discretion and professionalism.

Industry Expertise and Insight

Retained search firms often have deep industry expertise and insight, allowing them to provide valuable guidance and advice to clients throughout the search process.

Market Knowledge

Retained search firms have extensive knowledge of the market and industry trends, ensuring that clients are well-informed and able to make strategic decisions regarding their talent acquisition efforts.

Competitive Intelligence

Through their industry connections and research capabilities, retained search firms can provide clients with valuable competitive intelligence, helping them to better understand the talent landscape and make more informed decisions.

Long-Term Partnership and Support

Retained search firms are invested in the long-term success of their clients, offering ongoing partnership and support beyond the initial search process.

Executive Onboarding and Integration

Many retained search firms, like TriSearch , offer executive onboarding and integration services to ensure that the newly hired executive is set up for success in their new role.

Continued Relationship and Advice

Retained search firms often maintain relationships with their clients long after the search is completed, offering ongoing advice and support as needed.

TriSearch: Ranked Best in America by Forbes and Top 30 by Hunt Scanlon

Proven Track Record

TriSearch has a proven track record of success in placing top talent in senior-level positions across a variety of industries. Our clients trust us to deliver the best results, and we consistently exceed their expectations.

Customized Search Strategy

At TriSearch , we understand that every client is unique, and we tailor our search strategy accordingly. Our customized approach ensures that we find the perfect candidate for your organization, taking into account your specific requirements and objectives.

Achievements and Strengths

TriSearch has a long list of achievements and strengths that set us apart from other search firms. Most recently, TriSearch was named by Forbes as America's Best Professional Recruiter and America's Best Executive Recruiter in 2023. TriSearch is also ranked Top 30 by Hunt Scanlon in 2023. Our dedication to providing the highest level of service, combined with our deep industry knowledge and extensive network of connections, ensures that we are the best retained search partner for your organization.

Conclusion: Retained Search is the Superior Choice

In conclusion, retained search offers numerous advantages over contingent search, making it the superior choice for organizations seeking top talent for senior-level positions. The commitment, accountability, quality, access to passive candidates, cost efficiency, confidentiality, industry expertise, and long-term partnership offered by retained search firms like TriSearch make it the ideal solution for your company's talent acquisition needs. With the help of TriSearch , you can be confident that you are partnering with the best retained search firm, ensuring the success of your organization now and in the future.

Forbes 2023 Best Recruitment Firms (x2)!

Wed, 10 May 2023 06:26:06 GMT

Forbes 2023 Best Recruitment Firms (x2)!

Updated: May 12

The TriSearch team is thrilled to announce we have been included in Forbes America’s Best Professional Recruiter AND America’s Best Executive Recruiter Lists for 2023!

#talentrecruitment#teamwork#forbes#trisearch

TriSearch Named to the Top 50 Recruiting Firms Rankings - 2023

Thu, 04 May 2023 06:20:21 GMT

TriSearch Named to the Top 50 Recruiting Firms Rankings - 2023

Hunt Scanlon Media is pleased to welcome TriSearch to our ‘2023 Top 50 Recruiters’ ranking.

Hunt Scanlon presents its roundup of the largest, fastest growing #executivesearch firms in the Americas. Our reporters and analysts have studied each search firm in-depth and have highlighted recruiters in every conceivable industry and functional sector.

These are the 50 top firms in this dynamic marketplace – ranging from the largest #recruiting and #talent leadership solutions firms to the leading boutique specialists that dominate the list this year.

To see TriSearch and to find others in the Top 50 Recruiting Firms’ rankings, visit: https://lnkd.in/e-Yqfwy .

TriSearch Success – The Paragon of CPR Performance

Wed, 25 Jan 2023 06:01:17 GMT

TriSearch Success – The Paragon of CPR Performance

Since 2015, TriSearch has been a leader in the recruiting industry and always continues to explore solutions to solve traditional recruiting industry shortcomings. TriSearch’s efforts resulted in the development of a proprietary new recruitment approach, Customized Partnership Recruitment (CPR) , which challenged the entire industry paradigm. CPR rapidly delivers high-quality candidates with significant savings and offers some of the longest placement guarantees in the industry. But as a recent episode illustrates, this proprietary recruitment model is only as powerful as the intellectual team of recruiters that support it.

At the close of a routine client kick-off call, Jen Falkenburg, Senior Recruiter, and Robyn Sunata, Head of Sourcing, were presented with a unique and challenging opportunity. A well-known company in the technology professional services industry was in search of an unemployment insurance subject matter expert through a D.C. government contract. This particular open position had many requirements; a high-level overview of policies and procedures, D.C. law, and unemployment knowledge, including someone local to the specific area. Not only was this open position very unique, but the company had an urgent need to get someone placed quickly.

These unique requirements were all Robyn needed to begin her search for this rare gem individual. By maximizing TriSearch’s proprietary technology to create an effective pipeline, Robyn had uncovered the perfect match within a few short weeks. Jen's keen ability to connect one-on-one with the client and unearth the buried pertinent details while keeping the candidate engaged through the interview and negotiating process, combined with Robyn's exceptional gift of finding the perfect fit for both the client and the candidate, is truly what slam dunked this CPR success story.

This great story of talent acquisition success exemplifies the collaboration of TriSearch's sourcing and recruiting teams. TriSearch's talent experts envision huge advancements in 2023.

TriSearch Lands Talented New Business Development Executive

Thu, 01 Dec 2022 05:56:20 GMT

TriSearch Lands Talented New Business Development Executive

(Denver, CO, November 2022) Trisearch is excited to announce the addition of Dan Monroe, Vice President of Client Success, to their Top 50 nationwide Recruitment Firm.

“Dan is incredibly talented with a wealth of team building and technological expertise as well as trusted relationships with his clients,” states John Grahame, Chief Revenue Officer and Co-Founder of TriSearch. “We are thrilled with what Dan can bring to the team and TriSearch as a whole. Welcome Dan!”

Dan holds a BA in Philosophy from the University of Wisconsin – La Crosse and a MA of Liberal Arts from St. John’s College in Santa Fe, NM.Dan and his wife, Denise, live in Hudson, WI with their three children (June, Ellis, and Lillian).

TriSearch Taps Mark Harper to Join its Rapidly Expanding Client Success Team

Mon, 29 Aug 2022 05:49:14 GMT

TriSearch Taps Mark Harper to Join its Rapidly Expanding Client Success Team

(Denver, CO, August 2022) TriSearch , the international full-service talent acquisition

company that is emerging as an industry leader due to its highly successful new Customized Project Recruiting (CPR) Model, is proud to announce the addition of Mark Harper, Vice President, Client Success, to the team.

“Mark’s stellar track record of selling in difficult markets proves not only his skill and tenacity, but his dedication to teamwork and determination,” states Bob Aylsworth, CEO and Co-Founder of TriSearch. “We are thrilled to bring on another competitive, team-orientated business development executive and look forward to working with him.”

TriSearch CRO - Recent Podcast

Wed, 03 Aug 2022 05:47:26 GMT

TriSearch CRO - Recent Podcast

LEGACY AFTER THE LOCKER ROOM - John Grahame, CRO and Co-Founder of TriSearch being interviewed on this Podcast about Life, Hockey and the Recruiting Business.

Legacy After the Locker Room Podcast

2004 Stanley Cup Winner, (Goaltender) John Grahame joins host Kayla Bradham on Legacy After the Locker Room podcast tonight. John earned outstanding achievements during his 14-year career as a hockey player for the Bruins, Lightning, and Hurricanes -- including the tremendous honor of being selected as a member of the USA Olympic Hockey Team in Torino, Italy in 2006. After his NHL career, Grahame transitioned into the business world by becoming the VP of Business Development for TriWorth. He was promoted to Managing Director and his immediate impact was recognized by the Denver Business Journal as one of the top “40 under 40 Award Recipients" as they honored Denver’s young, dynamic and up-and-coming business visionaries.

USA TODAY - Avalanche look to old friend whose son won with Lightning for help winning the Cup

Thu, 23 Jun 2022 05:29:01 GMT

USA TODAY - Avalanche look to old friend whose son won with Lightning for help winning the Cup

There is a history of extraordinary athletic talent in the Grahame family. TriSearch's Chief Revenue Officer, John Grahame, and his mother were interviewed by USA Today about their respective sports careers over the years.

"Charlotte and John became the first – and still only – mother/son duo, where the son is a player, to have their names adorn the Cup together." (2004 NHL Stanley Cup)

We are extremely fortunate to have John's winning experience leading our teams here at TriSearch!

https://sports.yahoo.com/avalanche-turn-old-friend-whose-101049709.html?fr=sycsrp_catchall

Recruitment Roundtable: Presented by TriSearch & The Denver Business Journal

Mon, 23 May 2022 05:23:11 GMT

Recruitment Roundtable: Presented by TriSearch & The Denver Business Journal

TriSearch and The Denver Business Journal collaborated on a extensive study measuring the current state of recruiting in the Great Denver area. The results were then discussed at an exclusive roundtable event at the Clayton Hotel in Denver, CO with local C-Level executives. Below, please find the executive summary presentation of those results.

Recruiters

Thu, 11 Nov 2021 04:59:04 GMT

Recruiters

Updated: Nov 11, 2021

TriSearch Awarded Top 10 RPO Firm - 2021

Wed, 03 Nov 2021 04:50:11 GMT

TriSearch Awarded Top 10 RPO Firm - 2021

Updated: Nov 11, 2021

TriSearch is proud to have been recognized by HR Tech Outlook as a Top 10 RPO Provider of 2021.

We credit our fantastic team and value the resilient partnerships we have with our clients. Here’s looking forward to again providing agile, transparent and fully customizable talent solutions in 2022.

TriSearch's John Grahame Reaches out to Former Pro Hockey Alums

Tue, 21 Sep 2021 04:42:48 GMT

TriSearch's John Grahame Reaches out to Former Pro Hockey Alums

NHL Alum, and Managing Partner/ Co-Founder of TriSearch, John Grahame recently participated in a PHPA Hockey Podcast in an effort to reach out to former pro hockey players who may be interested in a business development role in the recruiting industry.

"As a former player, I was faced with exploring what I would do after my playing career, of once again finding true purpose and being part of a group with a common goal. TriSearch provided all of the answers I was looking for. Building a network is something all athletes have done naturally throughout our careers and the idea is to give PHPA Members an avenue to utilize those established networks as a career path into the business world. The friendships and business relationships developed throughout our playing careers overlaps with the targeted market for TriSearch. Initiating these introductions about possible recruiting needs is the foundation for this position. And once comfortable, additional responsibilities and growth are readily available for personal advancement. Currently, we have the infrastructure already built with our top notch Operations Team that executives and fulfills the actual recruitment process once the commitment has been made."

John was recently a guest on The PHPA Podcast to discuss his hockey journey, how he became Co-Founder of TriSearch, and explains how this opportunity may be perfect for several current and former PHPA Members:

Listen here: https://www.phpa.com/the-players/podcast

TriSearch COO Named 10 Best of 2021

Wed, 28 Jul 2021 13:20:52 GMT

TriSearch COO Named 10 Best of 2021

Updated: Sep 15, 2021

Huge congrats are in order for #TriSearch COO Allison Halpern having been named a top 10 COO in 2021! #trisearch #teamwork #recruitmentwithintention #industryerawomanleaders

CAREER TRANSITION ROADMAP

Wed, 07 Apr 2021 11:47:39 GMT

CAREER TRANSITION ROADMAP

TriSearch's Career Transition Services helps individuals land great new jobs.

TriSearch Recognized as a 2021 Diversity Power-65 Firm

Tue, 30 Mar 2021 11:42:10 GMT

TriSearch Recognized as a 2021 Diversity Power-65 Firm

TriSearch is proud to have recently been recognized as a 2021 Hunt Scanlon HR/ Diversity Power 65 Firm by Hunt Scanlon. https://huntscanlon.com/hr-diversity-power-65/

STRATEGY, CONSULTING & EXECUTIVE PARTNERSHIP

Our experts help clients define Diversity, Inclusion & Belonging objectives, assess their current state, and transition to the desired future state

DIVERSITY, INCLUSION & BELONGING TRAINING

We customize and deliver Diversity, Inclusion & Belonging training and coaching across all organizational levels

LEARN MORE HERE: https://www.trisearch.com/diversity-practice #trisearch #teamwork #intention #diversity #inclusion #diversityandinclusion #hr

LGBTQ+ CORPORATE RESPONSIBILITY PANEL DISCUSSION

Wed, 10 Mar 2021 11:26:19 GMT

LGBTQ+ CORPORATE RESPONSIBILITY PANEL DISCUSSION

Updated: Mar 30, 2021

TriSearch is proud to have recently completed pro bono work for LA Pride by partnering with them to conceive a panel discussion on corporate responsibility to the LGBTQ+ community and help secure participants. Attached is the flyer for the event which will be a fascinating and high-impact conversation. Watch the recorded event here:

PODCAST FEATURING TRISEARCH'S STEVIE AYLSWORTH

Wed, 02 Dec 2020 11:16:06 GMT

PODCAST FEATURING TRISEARCH'S STEVIE AYLSWORTH

Updated: Mar 18, 2021

TriSearch CPR vs. Contingent Search

Thu, 05 Nov 2020 11:11:17 GMT

TriSearch CPR vs. Contingent Search

Updated: Nov 14, 2020

1) Contingent Firms are candidate-focused, not client-focused. Meaning their business model relies on sending the same candidates to multiple clients. Their primary concern is a candidate getting hired as quickly as possible for the highest fee.

2) If a Contingent Firm claims they specialize in your industry or position requirement, ask them how many people they placed in the last 12 months. If small, are they truly a specialist and if large, assume you won't be seeing the best candidates as these will have been placed. Ethical firms don't place people twice who are still at their clients!

3) Contingent Firms often claim they have a database of candidates. Databases are mostly candidates who came in 2nd and 3rd place. Your hires need to be 1st place candidates. Original research will always be superior to reliance on databases post-and-pray, the two primary sources of contingent firms.

4) A Contingent Firm’s business model is all about the transaction. They want a quick placement and the ability to move on. Once they exhaust their database and the search gets difficult, they will move on. You need a firm that is going to be strategic and stick with you until you have all the right people on board, even if that means producing other search strategies to find a needle in a haystack.

5) You should want a firm that will stand behind their placements. If the firm won't give you a substantial guarantee, they are the wrong firm for your important roles. A true, client-focused, partner will have no problem guaranteeing their placements.

6) Lastly, ask yourself these questions:

Will this firm be more than just a transactional recruiting partner?
Will they become a true strategic partner, thought leader, networking source and solution architect?
Will they help me continuously improve?

11 Best Practices for Creating Brand Advocates During the Hiring Process

Wed, 14 Oct 2020 10:46:35 GMT

S11 Best Practices for Creating Brand Advocates During the Hiring Process

Updated: Jan 22, 2021

By Tony Fogel

When I was part of a corporate HR team at Pepsi we purchased a family-run business that, to our amazement, had 25 people in their HR department. Incredibly, they interviewed all applicants. We viewed it as extremely inefficient; and the HR team was cut to 3 people. In retrospect, that family-run business understood something very important. They saw recruiting partly as a community service, with all their applicants as customers or potential customers. Why not provide all their customers with the chance to be heard? Why not make fans out of everyone they could, even rejected applicants?

Interviewing all applicants in person is, of course, not practical for most companies. But, at the same time, ignoring the vast majority of them is bad for business. The good news is that the reverse is also true--

The more candidates you have, the greater the opportunity to create brand ambassadors.

#1 Avoid the Black Hole

All candidates deserve a response and to know where they stand even if it’s early in a high-volume process. A good recruiting partner, ATS, CRM, or recruiting tool, should be able to help with this. The further along in the process, the more personal responses should be. I try and remember that the second best thing to a yes is a fast no.

If you’d like assistance with your employment brand or to partner with a recruiting firm who cares about your brand and how candidates are treated, please let us know. #trisearch #intention

#2 BE HONEST & FAST

Demonstrate what type of company you are by providing an efficient and well-planned recruiting process. Provide realistic job previews in both written descriptions and in answering candidate questions. Remember that friction reduces completion so ELIMINATE friction from your process. Above all, be courteous and respectful. #trisearch

#4 – SHOWCASE YOURSELF TOO

The recruitment process is a two-way street and candidates will appreciate balanced and comprehensive information along the way. Your website, job descriptions, and other materials should not only be high quality and informative, they should be brand-centric, and consistent; this will impress candidates.

#5 – PROVIDE A FRICTIONLESS EXPERIENCE

Simplicity is the new sophistication. Forcing candidates to sift through a complicated application won’t work. Your dropout rates can and should be reduced – don’t be afraid to experiment with removing steps or making them easier to complete. Soon after becoming CHRO at a company, I applied online and was shocked at how much information we required and how cumbersome we made it for applicants. It was a horrible experience that was certainly driving away the best candidates. After we streamlined the process applicant flow increased.

#6 – BE MOBILE

The statistics are clear: job seekers look for and apply to jobs on their mobile devices. If they can’t easily navigate your career site on their mobile device, you will not only leave a poor impression, you will drive them to the competition. Ask yourself if your career site, application process, technology and overall candidate experience are mobile optimized.

#7 – PROVIDE SPECIFIC FEEDBACK TO CANDIDATES

#8 – HELP REJECTED CANDIDATES FIND OTHER OPPORTUNITIES

#9 – PROVIDE EXTRA TLC TO REFERRED CANDIDATES AND YOUR EMPLOYEES WHO REFERRED THEM

Employee, and general referral programs, are a critical source of candidates. If referrals go into the black hole, if they are treated poorly or provided a painful process, you will not only lose them, you will lose the referral source. Leading employee referral programs not only reward their employees for a successful referral, they keep them updated on the status of their referrals.

#10 – ASK FOR CANDIDATE FEEDBACK & ACT ON IT

#11 - ALLOW YOUR CANDIDATES TO SHOW THEIR PASSION & PERSONALITY

Accepting videos or other sources of information outside of a typical application or a one-dimensional resume will make them feel you truly want to hear from them and see their passion and potential. Candidates will appreciate the chance to be truly heard –and you will certainly benefit too from seeing a fuller picture upfront.

Never forget that candidates talk. If they have a bad experience, you have not only turned them off your brand, you have likely caused them to denigrate you to others. Positively differentiate yourself by eliminating the notorious and expected black hole of never hearing back.

“Never too busy for courtesy,” was the motto of my grandfather’s department store; today, the truth is, it’s costly to be too busy for courtesy.

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TriSearch Expands IT Practice with Addition of New Practice Leader, Steven Pincus

Tue, 08 Sep 2020 10:36:00 GMT

TriSearch Expands IT Practice with Addition of New Practice Leader, Steven Pincus

Updated: Nov 14, 2020

International recruitment and advisory firm announces expanded IT Recruitment Services and welcomes Steven Pincus, IT recruiting veteran, to the team

Managing Director Steven Pincus states, “Being a trusted advisor and honest broker has served as the cornerstone of my career and aligns directly with my new firm. TriSearch greatly expands the solutions I can offer, and I am excited to add even more value to my clients as the leader of the TriSearch IT practice.”

Anthony Fogel, President and Co-Founder of TriSearch, says, “I could not be more excited to continue my longstanding relationship with Steven in this new capacity. Having been Steven’s client and now a business partner, I can attest to his unwavering professionalism, client dedication and deep technical expertise. Both Steven’s and TriSearch’s clients greatly benefit by this synergistic combination.”

Steven Pincus spent his entire career working in Talent Acquisition at both major corporations (i.e. JP Morgan Chase, Morgan Stanley, Cap Gemini) and premier staffing organizations. Steven and his team of technical recruiters deliver quality candidates across virtually all technology disciplines. Steven has successfully placed IT talent at all levels of the organization and has done so offering clients both direct-hire permanent placement and IT contractors for project-based work. He is comfortable working on a contingency fee basis or retained executive search, as well as variations of the two models. Clients rely on his deep knowledge of the technology labor market, his client first orientation, his flexibility, and his speed to identify best fit candidates.

Of the new IT Practice Managing Director, TriSearch CEO Bob Aylsworth says, “Over my 25 years in the recruiting profession, I have not met a finer or more talented IT recruiter than Steven and am excited to partner with him in delighting our clients.”

To learn more about TriSearch’s new IT Practice, and Steven Pincus, Managing Director, click here: www.tri-search.com/it-practice

Best Practices When Facing a Career Transition

Fri, 31 Jul 2020 10:29:12 GMT

Best Practices When Facing a Career Transition

1) Don’t blame yourself - The job loss was a business decision and very likely (we will address how to identify learning opportunities in future posts), not due to anything you did wrong. If you are not careful, you might spend unnecessary energy and waste valuable time trying to change the past. Don’t do it! That chapter in your life is now behind you, and the only thing you can do with that experience is to build on it to create a better future. We welcome all feedback on job loss and hope we can help.

“When one door closes, another opens; but we often look so long and so regretfully upon the closed door that we do not see the one which has opened for us.” —Alexander Graham Bell

2) Immediately begin to focus on your personal welfare - Your family’s financial welfare and personal wellbeing are paramount. Spend the time to look at your budget and build a plan to sustain you. Reduce expenses where possible. If eligible for unemployment compensation, apply immediately. Assure your family that this situation is only a temporary setback and work together to stay positive and focused on your transition plan. Maintain positive energy and set time aside daily for your own mental, physical and spiritual health during your job search – be planful.

3) Create a job search strategy – You now have a clean slate, identify what you want to do, industries you are going to target, companies you admire, etc. Build plans around how you will approach these organizations. Make sure you develop and practice telling “your story” as it should compel organizations to want your help in solving their problems. Hold yourself accountable to both execute your search strategy and continuously improve it.

4) Treat your job search like a full-time job – You must put in the time and push yourself to do more each day on identifying opportunities, reaching out to people, applying, etc. Make sure you have a great resume and LinkedIn profile, and that you can effectively speak to the value you can bring. Most companies ask you to apply online, but remember, the applicant tracking system does not make hiring decisions; people do. So, you must figure out ways to speak with people.

5) Work your network – There is a high likelihood that your next job will come as the result of a referral from someone you know or someone who knows someone in your network. Utilizing your direct and extended network is critical. The best way to network is to reach out to see how you can help others, rather than reaching out just to help yourself. This not only strengthens the authenticity of your connections but becomes another way to pay it forward.

With Support and Gratitude,

The Entire Team @ Tri-Search

Tri-Search Special Initiative - Charity Donation Program

Fri, 31 Jul 2020 10:25:21 GMT

Tri-Search Special Initiative - Charity Donation Program.

Updated: Aug 3, 2020

Within this unprecedented global crisis, our team @ Tri-Search is putting together a full-court press on supporting businesses across the country who are on the frontlines fighting COVID-19. We have a nationwide staff of outstanding Executives, Recruiters and Researchers, who are mobilized and focused on helping you hire. We have announced that our owners are not taking a salary during this crisis so that we can offer significantly reduced fees to companies struggling to meet COVID-19 driven talent burdens.

We’re also proud to announce a new initiative we are currently involved with and feel passionate about.

Giving back during these challenging times is vital; we’ve decided to donate a portion of our engagement fees to charities and foundations that are meaningful to our partners. During this time, if you engage Tri-Search for a new search, 10% of engagement fees will be donated to the charity or foundation of your choice.

We’re hopeful that together, we will be able to make a difference.

With Support and Gratitude,

The Entire Team @ Tri-Search

How To Prepare For a Video Interview

Fri, 31 Jul 2020 10:04:19 GMT

How To Prepare For a Video Interview

5 Reasons Why I Joined Tri-Search

Fri, 31 Jul 2020 09:52:27 GMT

5 Reasons Why I Joined Tri-Search

4) Tri-Search’s unique Customized Partnership Recruitment (CPR) model: This innovative managed service invariably yields greater effectiveness and efficiency than using multiple firms. They deliver this through consolidating the work, mastering their client’s culture and needs, and leveraging aggregated data for continuous improvement. They only serve the needs of the client they are engaged with, unlike many contingent firms who are by nature, transactional and candidate-placement driven (meaning where they place people does not matter other than perhaps where the highest fee is.)

5) Tri-Search is fun to work with.

RECRUITER SPOTLIGHT: TOM BRADY

Fri, 31 Jul 2020 09:44:03 GMT

RECRUITER SPOTLIGHT: TOM BRADY

“Tom leads by example with extraordinary execution and teamwork,” adds Steve Aylsworth, Managing Partner and Founder. “Tom always executes his searches in an efficient manner satisfying both the client and candidate experience.”

We spoke with Tom about his time spent with Tri-Search, his views on recruiting and his advice for job seekers.

What has been your most satisfying (and your most challenging) job fills while at Tri-Search?

TB: The most satisfying job fill I’ve had was the last one I filled! As far as most challenging, every job has its own unique challenges, but I would say that the hourly roles are very challenging.

What do you like most about the recruiting process?

TB: I enjoy making offers and filling roles for our clients. I get a real sense of accomplishment when I successfully close a requirement.

What are your thoughts this far on your time spent with Tri-Search?

TB: I enjoy being valued and recognized for driving the recruiting process to conclusion. I also really enjoy being part of the supportive team and collaborative culture here at Tri-Search.

What advice would you give people looking to change jobs?

TB: In today’s economy, make the best decisions for you. In the great economy you have a significant amount of choices; pick a company for the long haul, not just for a short-term benefit.

To learn more about Tom Brady, Tri-Search and the other first class Tri-Search Team Members, click here: https://www.tri-search.com/our-team

Utilizing AI to Qualify Quantitative Search Results

Fri, 31 Jul 2020 09:37:07 GMT

Utilizing AI to Qualify Quantitative Search Results

Today’s search landscape has solved how we discover the data; now the question becomes, how do we make sense of it all?

The modern day hiring process is chock full of immediate and quantitative search results full of robust background information and experience across the world wide web. Companies such as LinkedIn and software like Bullhorn has mastered the ‘search result’ – giving recruiters innovative new tools to source relevant candidates for open requisitions. But this technology is limited in its scope, returning candidates based mostly on current job title and listed past experience. How is the recruiter to know how good the person is and how well they will fit into the hiring organization?

AI – UNEARTHING THE ‘DIAMOND IN THE HAYSTACK’

That’s where artificial intelligence is beginning to make its mark within the search industry. Recently, AI has been deployed to tackle a range of issues across many different industries. Within human resources, new startups (such as Leap.AI) believe artificial Intelligence can be used to help solve the age-old question: how do I find the best people for the best job? This is true even more so in the tech world, where there are so many similar resumes and experience; it’s tough within the vast search result to unearth the best candidates.

Companies, such as Leap.AI are creating efficient software that will be able to search through the ‘search results’ mapping individual skills, experience and interests to the demands and culture of employers. Their AI software aggregates all relevant data on the individual to create a more complete picture of the candidate.

AI is also using the process of reverse engineering to predict a potential candidate’s performance in the role and solving the matching problem by having each organization create algorithms customized to the unique needs of their culture, taking into account their individual definition of success. Utilizing this as a start point, software such as Skymind can help make sense of the mountains of search result data and return the candidate with the best ‘fit.’

“We’re excited to embrace artificial intelligence as the next best tool to use in the industry,” states Steve Aylsworth, founder and a managing partner at Tri-Search Recruiting . “LinkedIn offers a great sourcing tool but it also takes many manual hours of our staff to source through all of the search result data. With the implementation of new tools and methods of AI, we are able to more quickly align the true intention of the candidate, to the true intention of our client.”

AI – SHORTENING THE HIRING PROCESS

AI is also being used to shorten the hiring window itself. The healthcare industry utilizes AI for something called Survival Analysis which analyzes the time to an event, such as a patient’s expected time before recurrence of a disease, or a hospice patient’s expected time before death. HR flips the script and puts this AI to use in recruiting, analyzing the time for open jobs to fill (or for the open req to ‘die.’)

AI measures how difficult the open requisition will be to fill, based on historical data of similar job openings, companies and available candidates, allowing for better planning up front on how many resources a company should put towards a particular job search. Accuracy is also important, AI is able to evaluate the precision of the search, further pinpointing the best candidates for the job.

AI – FUTURISTIC, ROBOTIC WITHIN THE WORLD OF RECRUITING…

AI is also taking on a SIRI, Terminator, futuristic role as well in the recruiting world. Meet MYA, the newest job recruiting and application tool. MYA is an AI created by FirstJob to automate up to 75% of the recruiting process and she is about to revolutionize the talent pipeline.

MYA is the first fully automated recruiting assistant who is able to engage with potential candidates, can ask relevant questions based on the requisitions and is able to provide personalized updates and advice to the recruiter. Ultimately, MYA takes all the relevant data from the candidate and turns it into a fully realized, pertinent database return for the recruiter, saving the recruiter hours of manual labor and research.

The advent of AI into human resourcing is an exciting and fairly new event. It will be exciting to see just how far (and how helpful) this young, burgeoning technology will apply to sourcing jobs in the generations to come.

The Overlooked Importance of Candidate Engagement

Fri, 31 Jul 2020 09:22:18 GMT

The Overlooked Importance of Candidate Engagement

Both companies and recruiting firms always seem to claim they understand the importance of “engagement” but are they really practicing it? Candidate engagement is the art of making the candidate feel that they aren’t part of a transaction but instead feel like companies are truly helping them create a better life for themselves and their family.

Candidate Engagement becomes even more important when those candidates are passive. Allison Halpern, Managing Director of Tri-Search Recruitment Firm , states, “If we focus on the opportunity and growth for the specific role, rather than focusing on just skills and experience, we will be able to better illustrate to the candidate a brighter future. Many job descriptions will focus solely on the simple skills needed for the new position. However, those details aren’t going to convince top candidates to leave their current organizations and join a different one. Instead, when talking to candidates, focus on growth opportunities and specific projects that will pique the candidate’s interest. All of these components when combined, will show the candidate the impact they will be able to create within the new organization and the future success they will have within their new role.”

A company’s kick off conversation should always include these key questions to instigate greater candidate engagement and let them know this new opportunity is better than their current situation:

Ø “Why would a top person accept this job?”

Ø “What are the growth opportunities?”

Ø “What will this person learn and become?”

Ø “What would this person need to achieve in order to be a top performer?”

Ø “Why is this job better than comparable jobs?”

Recruiters need to add these questions to their interview:

Ø “What’s the most satisfying job that you’ve ever had?

Ø “What made it so satisfying?”

Ø “Does your current job offer you that?”

Ø “What’s missing?”

Ø “Is that your dream job?” If yes, “Why?” If not, “Why not and what would it take to make it one?”

Aside from acting as more stimulating ‘ideas’ behind the new opportunity, all of these responses will be used as selling points when it becomes time to close this “passive” candidate. Additionally, this information will help the recruiting firm show the Hiring Manager the trajectory of the candidate and the impact of their value add to the new company.

How to Attract, Retain and Work with Millennials

Fri, 31 Jul 2020 09:15:46 GMT

How to Attract, Retain and Work with Millennials

Being able to successfully attract, retain and work with this new generation begins by understanding the unique ways in which Millennials see their world.

By 2020, Millennials (defined as people born from 1984-on) will make up 50% of the global workforce. Being able to successfully attract, retain and work with this new generation begins by understanding the unique ways in which Millennials see their world.

According to the Harvard Business Review, in order or importance, Millennials want--

1) Their work to be meaningful

2) To help the environment and society through their work

3) To interact with cool and interesting people

4) To find prestige in the company they work for

5) To maintain work-life balance

6) To progress in their careers

7) To achieve financial security

8) To start their own businesses.

As you can see from the above list, although the themes of what the Millennial wants may be similar to past generations, Millennials embrace a much different approach and idealism to their burgeoning careers than generations before them.

Interestingly, the current generation has given Millennials somewhat of a bad name. Millennials have been called lazy, but this can be attributed to their want of a work-life balance. They have been called disloyal but this can be due to their desire to progress in their careers to ultimately start their own businesses. And they have been called ‘prima donnas’ but this could be because they have such lofty expectations such as helping the environment or the greater good through their efforts or their desire to work with ‘cool’ and interesting people. Like any emerging generation to the workforce, the previous generation must adapt and embrace a new set of ideals and personalities to continue to thrive. If your company isn’t educating itself on these up and coming candidates and their unique take on the world, it will quickly find itself failing to prosper in an ever-evolving world.

Steve Aylsworth, a Founder and Managing Partner of Tri-Search Recruitment Firm, states, “It’s a certain reality now that this generation will be a major influence in the workplace. Here at Tri-Search, we have found that providing a very authentic sense of purpose for the company has played a major role in attracting and retaining Millennial talent. It is no longer just about a job well done but more about why should I do this job well? We have seen that as companies have further defined their purpose or their “why” that this has inherently attracted more of the passionate and purposeful Millennial workforce.”

ATTRACTING THE MILLENNIAL

Millennials treasure openness, ethics and social impact. Luckily; these are all very strong morals to have and your company, if it isn’t already, should be openly practicing the measure of some, if not all, of these cultures. When placing ads or searching for new candidates, remember to tout the ethics of your company. Don’t just explain the job qualifications but describe the work place environment, the sense of community, the greater good your company strives for. It doesn’t hurt to always go back to and include your mission statement when searching for new hires. Educate potential Millennial candidates on the why of your company; not just what you need. This will check the box for Millennials searching for a new opportunity who yearn for a sense of greater purpose and social impact to their work.

Also, tout the culture of your company. Millennials yearn to work with interesting and cool people. What makes your work culture unique? Fun? Different? Innovative?

A common thread that travels through all of these new Millennial expectations is change. With all of the unpaid internships, the different and exciting new startups popping up coast to coast, Millennials embrace a sense of change; rather than run from it. With that said, loyalty becomes a thing of the past. No longer are these employees willing to sign up for the long term and localized white picket fence. Instead, Millennials almost expect multiple, different stepping stone jobs on their way to ultimate financial security. Change is to be expected, and as such, embraced. That said, foster a sense of ‘change’ in your own internal workplace. Mix things up. Take people on company retreats. Look to fill new leadership roles from within. Relish the fact that your company should reflect the Millennials viewpoint and always be changing to reflect the times. Stay current and fresh and avoid stagnation at all costs.

The fact that change plays such a key role in Millennial’s lives makes attracting them to your company quite easy (as they are always open to new opportunities) but retaining them becomes a different story…

RETAINING THE MILLENNIAL

A key ingredient to retaining your Millennial hires is to foster diversity within your work environment. Millennials embrace diversity and want to feel like they are part of a new, more liberal and diverse culture. This starts from the top down; remind your leadership to lead with a sense of pride and inspiration, as well as diversity.

Give a sense of purpose to the Millennial’s work, above and beyond that of the work’s general duties: find ways for Millennials to contribute not only to the greater good of the company but to the greater good of the immediate (and greater) environment and society. This may mean going back to your initial mission statement and abiding duly by it.

Keep it positive. Millennials, since they are open to change, are keen to move if they feel a workplace environment is toxic or negative. Again, remind your leadership to keep it positive, day in day out; this should be a mantra for any company, not one just seeking to retain its Millennials. “The pay was OK, the commute couldn’t be shorter, but the toxicity of the environment made my skin crawl,” says Kevin Matthews, a Millennial working at a tech start up in Silicon Beach. Kevin continues, “Even one negative person on a floor can taint the entire team and I felt I needed to look elsewhere, or else succumb to the negative vibes.”

WORKING WITH THE MILLENNIAL

Great, your company has successfully attracted, hired and retained the Millennial. Now, how do you work alongside the new generation seamlessly and successfully? With Communication. Millennials inherently embrace an open and honest sense of communication. Sure, this communication may come in different forms; social media, skype, technology, eye to eye, but if it’s one thing Millennials are good at, it’s communicating. Millennials crave an ongoing, immediate sense of feedback. And keep it real. Honestly is key. Millennials can sniff out negativity and rationalizations. Play to their sense of greater good. Their sense of making today a better tomorrow. Pay it forward. And talk about it.

A “cool’ culture…

Should I get a foosball table to keep Millennials around? A beer keg in the kitchen? In short; no. The free snacks (just make you fat) the open floor plans (phone calls?), the hip art on the walls (eccentric overload), even the foosball and pool tables (anyone working??) won’t keep the Millennial happy. Instead, embrace that corporate culture and cultivate it through adventurous, bonding company retreats. Talk about and offer sound health coverage, solid 401k’s. Figure out how your company fits into society and discuss ways to improve both. Hire coaches to sustain internal career development and even personality enhancement. Hire a diverse and interesting group of people. And most of all; construct a fair pay structure and stick to it.

Attracting, retaining and working with Millennials is sure to be a hot topic as more and more of this emerging generation pours forth into the current workplace. The best way to learn about Millennials is to source, hire and retain them first hand. Each experience will make your company not only more adapt at acquiring this innovative, new workforce, but also more understanding of the emerging world your company will find itself operating under in the years to come.

The Difference Between RPO, Contingent, CPR (Customized Project Recruiting) and Executive Search: W

Fri, 31 Jul 2020 08:59:14 GMT

The Difference Between RPO, Contingent, CPR (Customized Project Recruiting) and Executive Search: W

Is your company looking to add employees this year and do you have questions about the many different options within the search firm market?

CHROs and human resource professionals taxed with consistently maintaining, optimizing and expanding their talent supply chain may find themselves having to consider whether outsourcing recruitment to an outside agency is a viable solution. Successful collaboration with an outside search firm begins with choosing the firm that makes the most sense for your company’s individual staffing needs.

When does an RPO firm make sense compared to a contingent recruiting agency? How does Customized Project Recruiting and executive search fit in?

First, let’s define the search firm market –

RPO – Recruitment Process Outsourcing is a form of business process outsourcing where an employer transfers all of its recruitment processes to an external service provider. RPOs typically search large volume, hourly employees and are best used when sourcing lower level positions. Options for RPO companies include Cielo (formerly pinstripe) and PeopleScout .

Contingent Search is most often industry-specific recruitment where a fee is due only upon successful candidate placement. This can be effective with highly specialized positions and is a notable option for the tech sector and for placement for salaries between $50K to $150K. A good example of an established tech contingent firm is Techcruit . Please note contingent firm placements usually come with shorter placement guarantees, 90 days on average.

CPR is Customized Project Recruiting , a proprietary process introduced to the market in 2013 by Tri-Search that has become so successful it is beginning to carve out its own niche in the marketplace. Customized Project Recruiting is a blend between executive search and RPO. Companies using CPR gain the targeted recruitment of passive candidates that they would get from a high level executive search firm with the metrics and reporting that they would receive from an RPO. This helps companies acquire better candidates quicker and at a lower cost. CPR is best used for companies looking to hire between 5-100 candidates with salaries ranging from $50K to $250K. Tri-Search is the only search firm utilizing this innovative new process at this time.

Executive Search is a specialized recruitment service that finds top level candidates for senior, executive or other highly specialized positions for clients. These firms typically charge retainers and get paid all fees regardless of filling the position. Detailed metrics and reporting accompany high quality, passive candidates when using an executive search firm, such as Morgan Samuels .

In sum: If you’re looking to hire a tech specialty position within a niche market, a Contingent Firm might work best. If you’re looking to hire 1,000 lower salaried or hourly employees (such as staffing a new call center) RPO would be your first call. If you’re looking to hire a key C-level executive, a retained Executive Search Firm (such as Morgan Samuels ) would be your answer. If you’re looking to hire 5-100 employees of all different levels, then the CPR approach would work best ( Tri-Search .) Where RPO is typically an all or nothing approach, CPR offers flexibility and partners well with clients to work on individual staffing needs. Also take note that contingency firms are more likely showing their candidates to other companies at the same time where Executive Search and CPR won’t be.

Ask yourse lf these key questions to discover the search firm process that will best fit your hiring needs:

What is your volume of hires?

Ø 1-10 specialty, notably tech, positions -- CONTINGENT

Ø 5-100 employees per year -- CPR

Ø 1,000+ employees per year -- RPO

Ø 1-10 high level executive employees per year – EXECUTIVE SEARCH

What is the salary?

Ø Hourly -50K – RPO

Ø 50K- 150K - CONTIGENT

Ø $50K-$200K – CPR

Ø $200K+ -- EXECUTIVE SEARCH

What is your time to fill?

Ø 30 days or less – RPO

Ø 60 days or less – CPR

Ø 60 days or less - CONTINGENT

Ø 120 or less – EXECUTIVE SEARCH

Are you looking for just qualified resumes or to attract passive (not looking) candidates?

Ø Mostly Qualified Resumes – RPO

Ø Mostly Qualified Resumes & Targeted, Passive Candidates -- CONTINGENT

Ø Qualified Resumes & Passive Candidates – CPR

Ø Qualified Resumes & Passive Candidates – EXECUTIVE SEARCH

Are you looking for guarantees?

Ø Generally no guarantees – RPO

Ø 90 day guarantees -- CONTINGENT

Ø 6 month – 1 year guarantees – CPR

Ø 1 year – 2 year guarantees – EXECUTIVE SEARCH

Hopefully this information helps to provide details on the ever expanding and always changing search firm landscape for you as your company continues to grow. If you’d like to learn more about the search landscape, click here.

CHROs’ Nationwide Are Embracing Search Firm’s New Recruitment Model

Fri, 31 Jul 2020 08:56:56 GMT

CHROs’ Nationwide Are Embracing Search Firm’s New Recruitment Model

March 23, 2017. Search firms are always looking for ways to make their processes more streamlined, robust and ultimately successful, not just to be able to pass those services on to their clients, but also to stand out in a crowded marketplace. To achieve individuality and edge, some firms create proprietary interview processes or proprietary technology products while others work to prove themselves as thought leaders in the executive and human resource sphere. One rapidly-rising search firm, Tri-Search, an international full-service talent acquisition company headquartered in Denver, Colorado, recently introduced a new model called Customized Project Recruiting (CPR) and already the proprietary product has garnered praise from CHROs around the country. In fact, the new model is directly responsible for packaging industry giant Coveris’ recent renewal with the emerging firm.

Bob Aylsworth, CEO and one of the founders of Tri-Search, explains CPR. “Customized Project Recruiting is a blend between executive search and RPO. Companies gain the targeted recruitment of passive candidates that they would get from a high level executive search firm with the metrics and reporting that they would receive from an RPO. This helps companies acquire better candidates quicker and at a lower cost.”

Mr. Aylsworth continues to explain the proprietary CPR approach offers companies flexibility (as opposed to an “all or nothing” approach), lower fees and a higher level of customer service. “The customized processes we implement from our dedicated and experienced operations team has also shown tremendous value to our clients.” States Mr. Aylsworth, “CPR also helps strengthen employment branding which is often overlooked within the recruitment world. Within the Tri-Search walls, branding has been realized as a strength to our clients and we work together with the client to design, implement and streamline the brand’s narrative to the marketplace. Moreover, with only one company implementing the search process, there’s no confusing or mixed-branding messages floating about in the marketplace from different companies and people sourcing for the same position.”

The idea behind CPR was created after 15 years of experience in the staffing industry by Bob Aylsworth. Mr. Aylsworth built and sold the RPO Firm TriWorth to a large staffing company in Chicago in 2014. That set the stage for Aylsworth, along with founding partners Stephen Aylsworth and John Grahame, to launch Tri-Search. The three executives soon discovered there was a niche in the marketplace where the mid-level search realm was being underserved and this was something that perfectly fit the executive team’s unique and creative expertise. The trio created CPR in January 2015 and quickly offered the product into the marketplace. CHRO’s around the country have truly enjoyed Tri-Search’s tailored approach to recruit multiple positions per year with an on-demand and strategic partnership. This is a comprehensive and integrated service model using multiple recruiting channels all rolled into one dynamic recruiting package.

The success of CPR is in part due to its high quality of candidates and lower cost structure and so far, this technique has CHROs’ across the country interested in the new product. Enter Anthony Fogel, CHRO of Coveris. Mr. Fogel was one of the early adopters of the burgeoning CPR product. From the beginning of their partnership, Mr. Fogel and Mr. Aylsworth discovered that if Coveris eliminated the surplus contingency firms spend and placed the breadth of searches all under one shop, that they would bring costs down 30-40%, bring in higher quality candidates faster and implement a more robust recruiting process.

“I chose to partner with Tri-Search primarily because they offered us to form a partnership to solve our business challenges and structure a customizable solution that would meet our specific needs, unlike many other search firms who came looking for a problem to fit within their solution,” states Mr. Fogel. “Essentially we’re getting better than contingent fees with a retained level of service through the model we’ve formed with them,” says. Mr. Fogel. “We look forward to another year of engagement with Tri-Search.”

Mr. Aylsworth concludes, “We’re finding more and more CHRO’s are lighting up to both the idea and the implementation of CPR. And with more job growth expected in the coming year, there’s never been a more relevant time to be able to present the marketplace a stronger and more unique cost savings option in the recruiting space than now.”

Tri-Search Recruiter Spotlight

Fri, 31 Jul 2020 08:40:16 GMT

Tri-Search Recruiter Spotlight

This quarter, Tri-Search’s Recruiter Spotlight illuminates Jordan Kaliher. Jordan joined Tri-Search in 2017 as a Senior Recruiter, coming from a global staffing firm where she was a top producer and managed a team of recruiters. Jordan is relationship-oriented and utilizes her degree in Industrial-Organizational Psychology from Colorado State University to ensure the right match between candidates and clients.

Tri-Search couldn’t be happier to have Jordan on their team—

“Jordan fits our culture. She is hard working, competitive and a team player! She was one of our leaders in placements in her first year with the company and we are fortunate to have her as a part of Tri-Search.”

- Bob Aylsworth, CEO & Founder

“Jordan displays the personality, teamwork approach and recruitment skill set that thrives in the competitive industry of recruiting... Always first to raise her hand and jump into any search or project to assist a team member, she is a true professional that we are extremely proud to have as part of the Tri-Search family.” - John Grahame, Managing Director & Founder

“Jordan is diligent, thorough and has been extremely successful within a wide variety of positions and industries. Being a placement leader for the company, Jordan exemplifies the integrity and client-centric approach of our firm.” - Steve Aylsworth, Managing Director & Founder

“Jordan epitomizes talent; she is tenacious, eager and never afraid to jump in with new ideas. She serves as a role model and a resource for our new employees.” - Allison Halpern, Managing Director

We spoke with Jordan about her time spent with Tri-Search, her views on recruiting and her advice for job seekers.

What has been your most satisfying (and your most challenging) job fills while at Tri-Search?

JK: My most satisfying job fill was placing a new Division Manager at a leading manufacturing distributor. This position is an extremely visible role for the client, so the process was lengthy. It was about 14 months from kick-off to signed offer letter. The candidate was very passive in his search for a new opportunity and was patient throughout the course of the process. He started earlier this week, and I can’t wait to see what he is able to accomplish!

The most challenging position was working on a Continuous Improvement/Quality Manager for a leading, global packaging company. The requirements for the role changed a few times throughout the course of the search, and the location wasn’t the most incentivizing place. However, we were able to find the perfect candidate who started last September!

What do you like most about the recruiting process?

JK: I love partnering with clients to determine exactly what they’re looking for and then the challenge of finding people that meet those specifications. I love the opportunity to help clients and candidates find each other to ensure the right fit, long-term.

What are your thoughts this far on your time spent with Tri-Search?

JK: I can’t speak highly enough about Tri-Search and the team we have in place. The leadership team is extremely supportive – personally & professionally. They empower us yet are always there to help. The team we have is wonderful, even though we work remotely, everyone is willing to lend a helping hand. We are there to celebrate all of each other’s victories, as well as empathize with each other.

What advice would you give people looking to change jobs?

JK: Network as much as possible! Also, make sure to do your homework on the company and have specific reasons why you’re interested in working for them. You should interview the company as much as they interview you to determine if it will be the right fit long-term.

Any personal details you’d like to share?

JK: I am expecting my first baby this month!

Stoking Candidate Interest: An Often-Overlooked Aspect of Recruiting

Fri, 31 Jul 2020 08:32:01 GMT

Stoking Candidate Interest: An Often-Overlooked Aspect of Recruiting

Most information regarding the difficulties of recruitment nowadays seem to focus solely on trends and the challenges of tech and sourcing but not what could primarily be considered the most important aspect of recruiting; candidate interest. Ask any in-house HR professional and they will say capturing and piquing a potentially strong candidate’s interest is key to any on-boarding process. As such, specific practices by the internal HR department and hiring manager are key for a candidate‘s desire to work at that employer.

The most critical of this process is the on-site interview--- a setting where the HR team and the hiring managers can articulate the story of why the candidate should want to work at their company.

The following are simple bullet points to keep in mind to help secure potential candidate’s attention and interest in your company:

Candidate Engagement:

Exude excitement about the company – The Vision and Mission Statements
Be outgoing, approachable with ease for conversation
Detail the exciting work and direction of the company: new products, R&D, growth, acquisitions
Share a vision on the candidate’s contributions of their work and promotional opportunities
Have prepared materials of the company i.e., recruitment videos, fold-out informational placards illustrating the company’s history and direction, mementos to carry home, brochures of the various benefit plan details
Make sure your company’s branding is streamlined and on-point throughout the process

Post Interview(s):

Thank the candidate for their time and attention in interviewing
Explain the steps in the interviewing process to point of offer, even if the determination is not to move ahead
Request the candidate’s input/feedback on the interview, their likes and dislikes of the information provided and the role
Request the candidate’s input/feedback on the company, (feedback works best both ways)
Inform the candidate ASAP of the interview outcome, if there will be or not next steps in the process
*Offer feedback (positive and areas to improve) so the candidate gains insight to improve for other interviews

Offer Stage:

Even prior to scheduling an interview, gauge the candidate’s interest and desired level of total compensation, including salary, short team bonus, (LTIP and stock if applicable)
Determine the market value of the position, and the candidate’s experience and proceed with a competitive offer
Introduce the offer to the candidate, request their thoughts, listen to their desires to move specific financial and non-financial offerings
Determine if the candidate’s demands can be met, make a final offer and request acceptance or not, have the offer written and sent to candidate immediately
Do not negotiate; the back and forth is counterproductive to both parties

Securing qualified, new employees begins by grabbing potential candidate’s attention and creating a certain buzz about your company. It should be a destination and environment candidates want to tell their friends and co-workers about and look forward to coming to interview at. This begins with the internal HR team and those conducting the candidate interviews (including any potential third-party recruiting firms, (such as Tri-Search or Morgan Samuels ) and should follow through with streamlined and strong company branding throughout. Thoughtful best practices should be followed throughout the interview process, wholly respecting the candidate from the get-go. Lastly, the more communication and feedback from both the company and the candidate regarding the process, the better it is for all involved.

Article by Louis Freda

The (True) Cost of a Bad Hire

Fri, 31 Jul 2020 07:34:49 GMT

The (True) Cost of a Bad Hire

It’s almost inevitable that at one time or another a company’s on-boarding process, even within an abundance of good intention, resource and research, will allow a bad hire to sneak through the cracks.

What are the true costs associated with having to deal with this disappointing, new employee?

The financial cost of a bad hire can run a few hundred, to hundreds of thousands of dollars and with The U.S. Department of Labor pinning the price of a bad hire at around 30% of that employee’s first year’s earnings, it’s easy to see how quickly the costs of a bad hire can add up. In fact, when Zappos discovered that they were spending upwards of $100 million on bad hires, they actually began offering $3,000 separation bonuses to new employees should things go south in the first few months.

Hopefully, separation bonuses won’t have to be part of your company’s bottom line but even the best of organizations experience bad hires. In fact, according to a survey conducted by Glassdoor and Brandon Hall Group, 95% of employers suffer from a bad hire every year.

Key findings from that report include:

Organizations that lack a standard interview process are five times as likely to make a bad hire.
Organizations that invest in a strong candidate experience improve their quality of hires by 70%.
Organizations that invest in employer branding are three times more likely to make a quality hire.

The most common reasons why bad hires sneak through the process include:

Rushed processes: companies needing to fill their positions ASAP.
Insufficient research and poor sourcing.
Inadequate references and background checks.
Weak employer branding and lack of cultural education.

A bad hire can quickly make their mark on their new company:

Loss of Productivity: Poor job performance directly affects bottom line company productivity. Also; consider the missed revenue and productivity opportunities that may never present themselves, due to underperformance or vacancies.
Relocation & Turn-over Fees: Incurring replacement and possible relocation costs, especially if the company has to replace the bad employee with a newly relocated one.
Litigation Fees. Hopefully the bad hire doesn’t become worse, but a company needs to be prepared as many states are very pro-employee.
Weakened Employer Brand: A poor hire can also directly affect your company’s brand in various negative and public ways, notwithstanding having to re-hire any high-visibility positions in a short period of time.
Loss of Customers: A bad apple can quickly turn even the most loyal of customers off a brand.

But perhaps the truest measure of a bad hire is in the fact that one underperforming or toxic employee can act as a contagion infecting the entire workplace. Here, concrete reporting of the ill-effects of a bad employee are difficult to quantify but quick to impact. Other employees may find their productivity faltering due to the fact they are faced with picking up the bad hire’s slack. Office moral suffers. Brand culture is dinged. Sometimes, the bad hire can introduce caustic effects to the office place; including bullying, in-fighting, time-wasting, name calling, etc. Any or all of these behaviors will quickly degrade a company’s culture for every employee across the board. Thus, the true cost of a bad hire goes beyond the loss of revenue, opportunity and loyal customers, to quickly become a voraciously mutating virus that when left unabated, can quickly take down the entire ship. Bad hires, although common, must be avoided at all costs.

Although companies face upfront expense in terms of time and money while onboarding new employees, we can see from the many debilitating effects of a bad hire that this upfront effort is more than worth it. A surefire way to avoid bad hires is to tap an experienced and trusted external recruitment firm from the get-go. Examples of such firms are the rapidly growing Tri-Search for their coveted customized project recruiting process, PeopleScout operating within the RPO sector or Morgan Samuels operating within the executive search space.

Perhaps Steve Jobs said it best-- "The secret of my success is that we have gone to exceptional lengths to hire the best people in the world."

Here’s to happy (good) hiring.

8 Reasons to Choose an External Recruitment Firm Over an In-House Team

Fri, 31 Jul 2020 07:24:54 GMT

8 Reasons to Choose an External Recruitment Firm Over an In-House Team

The core of any business is its people. So where do you start when it’s time to build? Do you create your own internal recruitment team or do you go out and find a proven, experienced recruitment firm to do the heavy lifting for you? Or perhaps it’s a little bit of both?

T he pros of creating your own internal recruiting firm include potential cost savings as well as being able to have an internal team that literally lives and breathes the company’s culture. Yet as enticing as these benefits may be, there’s still a strong case to be made for utilizing an external recruitment firm.

The following is a list of 8 reasons why to use an external recruitment firm over an in-house one:

1) TEAM. Hiring a single, external recruitment firm gives you access to a large team and a set of powerful tools to help your recruitment process. The firm will assign a full team to all of your recruitment needs, including an account manager, recruiters, sourcers, recruiting coordinators, and more. You will also receive the latest in search technology, including ATS, metrics, etc. as well as compensation sheets when going to offer, reference checking, intake call forms and an instant database of thousands of candidates to network with starting day one. Trying to match this same breadth of recruitment experience by hiring an internal team may be challenging and take up valuable time.

2) TURNKEY. An external recruitment firm is usually a very turnkey experience. One call can set in motion the full power, experience, connections and technology of that firm to benefit your company immediately.

3) CORE. To an external firm, recruiting is their core business. Outsourcing always makes sense if it’s not your core competency.

4) PASSIVE CANDIDATES. Most in-house recruiters don’t have the bandwidth to go after passive candidates. Either they don’t have the time or it’s frowned upon to directly poach from competitors by reaching out and connecting with currently employed candidates. External firms, such as Tri-Search , pride themselves on sourcing, attracting and landing top passive candidates. It's critical to have a proven track record of recruiting passive candidates in this very candidate-driven market.

5) SPEED. A good recruiting firm can fill key positions in 60 to 90 days or faster. It could take a year or more to find and/or completely build an internal team to do all the work.

6) BRANDING. Although there’s a case that an internal HR team will truly know your business, a reputable external firm will incorporate learning your business as part of their tools and even be able to create unique branding initiatives. An external team will also have the tools to help brand your company as part of the job search with streamlined brand and job messaging across the job landscape as well as being able to offer marketing add-on’s such as candidate videos and company bios.

7) INSIGHT & PARTNERSHIP. Sometimes the best insight comes from the outside. Hiring an outside firm helps give top executives inside the company a fresh look and 3rd party perspective not only at their business, but their people and processes. A partnership should be formed that benefits both companies in terms of creating positive company culture and adding to the bottom line.

8) COST. Although it can seem to be more cost effective to build in-house, there’s really no way to compare the wealth of experience, tech and tools you receive with an external team. And an experienced firm will always present up-front pricing with long term guarantees ensuring you get top quality hires.

Sometimes, the recruiting process may require a combination of using both in-house and an external company… If you still are considering moving or building your recruiting team in- house, utilizing an external firm to help partner with you in the process is definitely a viable option.

A trusted partner can aid in the transition by:

Providing a breakdown of the current state of the recruitment department
Providing a breakdown (goal) of the future state of recruitment department
Outlining process documents and standard operating procedures
Developing and define all the tools, templates and processes
Ensuring the proper dashboard, metrics and KPI’s (Key Performance Indicators)
Aligning training with the new process

Choosing an external recruitment firm for your hiring needs is usually a win-win proposition. The overall takeaway is to make sure you align with the proper partner that provides the right level of professionalism, pricing and execution for the new plan.

10 Questions to Ask Your Recruiting Partner

Fri, 31 Jul 2020 07:10:28 GMT

10 Questions to Ask Your Recruiting Partner

A s the economy continues to recover and thrive, more companies are looking to hire and although some companies may try to go it alone, most will be looking to partner with an established, successful recruiting firm to help get the job done.

The recruiting landscape is cluttered with a multitude of new and varying recruiting companies all vying for your business. With the advent of new aggregate technology, more and more recruiting firms pop up promising ‘quick fills, proprietary methods, and top candidates.’ So how do you go about securing a successful partnership with the strongest and most relevant recruiting partner for your company?

It helps to know which questions to ask.

1. How long have you been in business and can we speak to your references?

o Established recruiting firms are obviously head and shoulders above the newer and less experienced recruiting firms. Firms that have been in the business a long time should also be able to provide a long list of satisfied clients. Top firms should be able to say they are 100% referenceable.

 TIP: Dig through a recruiting firm’s references for past clients and candidates to uncover both client and candidate satisfaction.

2. Will you show us all of your work?

o A successful recruiting firm will stand by their processes, from start to finish. Asking this up front will not only illuminate a firm’s internal processes but also you, the client, to have all the information from the search.

3. Who will be doing the work/ and what is their experience level?

o Sometimes a recruiting firms’ executive may sell you their services; only to have very low (or worse yet, outsourced) employees do all the heavy lifting and recruiting. Again, in a quest to be transparent with one another, the firm should be up front with you as to who will actually be pulling the levers daily on the other side.

 TIP: An established successful firm should have Senior Recruiters with multiple years of recruitment experience.

4, How many of your accounts have you made multiple placements?

o An established firm will always be trusted to fill multiple placements within the same account.

5. What is your guarantee?

o It seems everyone offers a guarantee nowadays but the better firms will obviously be able to stand behind stronger and more robust guarantees.

 TIP: Look for a six-month minimum guarantee.

6. Will you be submitting your candidates to only us, or to other companies as well?

o A very important question to ask, as most firms are constantly multi-tasking multiple clients. But a reputable firm will keep the accounts separate and never show a candidate to two different clients at the same time.

7. Do you find passive candidates or just through your database?

o Of all the questions to ask a potential recruiting partner, perhaps this is the most loaded. The more successful firms, such as Tri-Search, pride themselves on sourcing passive candidates; ones who are gainfully employed.

 TIP: The best candidates for your open requisitions are more often than not, still employed by someone else. This is the difficult part about filling your openings and why a strong recruiting partner, who identifies passive candidates, is a must.

8. If speaking with a specialty firm, ask if they have off-limits that potentially will make you miss out on candidates?

o Some recruiting partners are specialists (within market niches) and are inundated in a particular industry. Because of this, they will have off-limits on certain companies that you might want to go after. The best way around off-limits is to utilize a generalist recruiting firm who can build large relationships per industry and are able to go after all targets so no quality candidates are missed due to off-limits.

 TIP: Specialty firms can be effective and make good placements, but….you must guard against “off-limits” as specialty firms may have some blockages. At the same time generalists may not have the exact expertise of a specialty firm but recruiting is a process and many times the generalist process can overcome this with no blockages.

9. Do you direct source from target companies?

o Recruiting firms should always attack direct target lists provided by the client.

 TIP: Direct sourcing from a targeted list from companies is the backbone to passive recruitment. Post and pray and database methods are not foolproof, so sourcing from the target list is always needed.

10. What are your fees?

o Detailing of fees should always be discussed up front, with no hidden costs or surprises along the way. Both companies need to know exactly the billing roadmap in their partnership.

 TIP: Discounts should be provided for multiple searches along with project pricing opportunities for project recruitment initiatives like Tri-Search provides with their CPR Solution.

Hopefully these questions will point you in the right direction of an established recruitment firm and a successful partnership.

A Recruitment Partnership that makes Dollar$ and Cent$

Fri, 31 Jul 2020 06:54:09 GMT

A Recruitment Partnership that makes Dollar$ and Cent$

In today’s increasingly competitive business environment, every nickel counts. Companies are fighting to stay in the black and are constantly monitoring their costs every quarter.

A great way to save a company’s money while they continue to make money is by partnering with a recruiting firm. A full-service recruiting firm will customize a bundled solution that will be cost effective for an organization while allowing the business to focus on their core competency. Throughout the partnership, the recruiting firm continues to bring in and add valuable employees, which in turn adds to the company’s bottom line.

A firm like Tri-Search will customize a bundled solution for a company that gives that company access when their needs change, as well as provides access to the latest technology and recruitment methods.

John Grahame, of Tri-Search , explains that “partnering with a recruiting firm helps to unburden a company’s HR Team which will in turn let that team focus on the core HR needs outside of recruitment.”

Engaging an outside recruitment team will also allow for the peaks and valleys in your hiring needs. Not adding fixed overhead is essential when seeking to maximize your profits. Recruiters are resourceful and can attract talent quickly and the right partner will serve as an extension of your existing workforce.

Lastly, and imminently important is decreasing turnover. Turnover among your employee base is expensive. Onboarding employees and training is costly, once the investment is made you want to amortize it as long as possible and retain employees to establish your culture and focus on growing your organization.

Forbes Top Recruiting Firms of 2020

Fri, 17 Jul 2020 06:43:36 GMT

Forbes Top Recruiting Firms of 2020

W June 5, 2020

Tri-Search is proud to announce they have been recognized by Forbes as a Top Recruiting Firm in 2020. This marks the second year in a row Tri-Search has had this honor.

#Forbes #toprecruitingfirms #trisearch

Top 50 Best Recruiters

Fri, 17 Jul 2020 06:43:34 GMT

Top 50 Best Recruiters

In such a dynamic and growing market, we are proud to have been recognized by Hunt Scanlon as a Top 50 Nationwide Best Recruiting Firm of 2020. #trisearch #huntscanlon .

#trisearch #huntscanlon .

Tri-Search Steps Up, Teams Up

Fri, 17 Jul 2020 06:43:32 GMT

Tri-Search Steps Up, Teams Up

Tri-Search , the international full-service talent acquisition managed services provider, built a reputation for themselves as a 100% referenceable and partnership-focused firm. To that end, Tri-Search announced today a new Charity Initiative on behalf of their clients designed to support COVID-19 challenges.

Allison Halpern, Managing Director of Tri-Search, states, “We’re proud to support a new initiative we feel passionate about. Giving back during these challenging times is vital, and accordingly, we will donate a portion of our engagement fees to charities and foundations that are meaningful to our clients. During this time, if you engage Tri-Search for a new search, 10% of the engagement fees will be donated to the charity or foundation of your choice. We’re hopeful that together, we will be able to make a difference.”

Simply Good Foods USA, Inc., headquartered in Denver, CO, has been the first company to join the Tri-Search Charity Initiative, choosing the charity Community Food Share to receive the donation.

Keri Sorce, SVP, Human Resources, Simply Good Foods USA, Inc. states, “We are pleased that Tri-Search has made a donation to Community Food Share, a charity that we are proud to support here in our home state. Their critical work – especially during this time of crisis with COVID-19 – is essential for our community, providing meals and our nutritional snack products to people in the Boulder and Broomfield counties.”

To learn more about Tri-Search’s new charity initiative, their special hiring programs or their newly expanded Career Transition Services, click here: www.tri-search.com/career-transition-services .

To learn more about Simply Good Foods USA, click here:

http://www.thesimplygoodfoodscompany.com/

#organization #goodworkhabits