When you work with most RPO firms, they’ll hand off the hard work —the actual recruiting —to generalist recruiters without any experience in the area of need along with the following encouragement:

“Good luck, kids! Don’t screw it up!”

Not so at Kinetix. Our integrated model including Staffing & Recruiting (in addition to RPO) allows us to build teams of recruiters by specialty and functional area. This approach allows us to keep those folks busy in their specialty until you have a need—then they bounce over to deliver a critical hire in their area of skill specialty for you in significantly less time than it takes a generalist recruiter.

That means for any open position, you get the Kinetix recruiter with the best chance of nailing the search. No other RPO firm does this like we do it, and we’re happy to push recruiters to your account that specialize in your positional needs.

We think that’s a significant tactic, and we’re the only ones doing it.

“I’d like to teach the world to sing in perfect harmony

I’d like to buy the world a Coke and keep it company…”

— The New Seekers, 1971

Do you have big goals?  Teaching the world to sing in harmony seems like a stretch goal, doesn’t it?

At Kinetix, we’ve got big goals, but they all revolve around helping you find the best candidates for your company.  That’s why we’re so focused on what we call our Intake Process.

Simply put, our intake process is our commitment – as well as yours – to spend the time necessary up front at the start of a search to really dig into what a hiring manager is looking for.  To accomplish this, we’re going to ask you to make the hiring manager available for at least 30 minutes to talk about the most important things – what’s truly going to drive the success of any candidate who lands in the job.

What’s most important to the hiring manager usually doesn’t appear in the job posting.

Once we have those details, we’ve got a great chance to nail the search.  And that’s what both of us want, right?

Great hires are the result of a recruiter truly understanding the “real job.”  The Kinetix Intake process is designed to give us that snapshot.

Perfect harmony? We’ll tackle that tomorrow. But you can still grab a Coke when you stop by the office.

The Purple Squirrel. At Kinetix, that term refers to the perfect candidate in a hopelessly difficult search.
Jaded people often use the phrase in a derogatory manner, as if to imply the perfect candidate doesn’t exist. Well, they probably don’t believe in unicorns, either—and we have one in our office.

We expect all of our recruiters to be hunters rather than farmers. That means every Kinetix recruiter is expected to do the following on every search:

– Map out a sourcing strategy detailing what they’re going to do to market the position to candidates who might not otherwise be aware of the opportunity, and

– Add USCs to every hiring funnel they’re responsible for.  What’s a USC? We call them Uniquely Sourced Candidates , and our recruiters are responsible for ensuring that every position worked includes candidates that they found and recruited that wouldn’t have naturally applied.

Our ability to recruit on behalf of your company is only as good as our ability to find candidates that others can’t find.  We hate the post and pray model and believe in the need to build pipelines for positions that will have multiple hiring needs over time.

Purple Squirrels are real. You just have to know where to look.

Your company has an unique spot in the employment food chain. Whether you’re the equivalent of Coke, Pepsi or Diet Fresca in your industry, there’s a pecking order related to who really wants to work for you.

That’s why Kinetix recruiters are trained to close on your behalf, selling who you are regardless of where you fall on the food chain. The ability to “ Always Be Closing ” at your company comes down to three things:

• Career Opportunity – Where someone can go if they join your team.
• Culture – What’s unique about your organization and how it matches the worldview of the candidate.
• Money – What’s it going to take to sign the talent you need.

Kinetix recruiters start framing the money issue on the first call to candidates, because our research shows that early action maximizes the close rate once offer time rolls around.

Once compensation is a match, our recruiters become career agents for the candidates they talk to, comparing and contrasting what you can provide with what the candidate wants – all  while keeping the client’s best interests at heart.

Sit back and have a sip of that Diet Fresca. We’ve got this.

If you’re looking for a recruiting partner, there’s an important question you need to ponder:

“Are you looking for a resume slinger, or do you want a targeted approach to your search needs?”

Resume slingers aren’t hard to find. Call up five contingency search firms and sign them all up for a single search. Let them race to flood your inbox with resumes.

How’s that working out for you?

At Kinetix, we’ve got the analytical tools to have educated opinions about the marketplace for the talent you’re looking for. That means we enter the search process understanding what it will cost, where to look and who’s looking for the same thing in your specific industry and geographical area.

Combine those tools with our intake process and sourcing discipline, and it stands to reason our recruiters will have opinions about where your search process stands and what to do next.

You want educated opinions rather than resume slingers, right?

Of course you do. Call us today and we’ll give you an honest take on the candidate you’re looking for

“I’m writing a book. I’ve got the page numbers done.”

–Steven Wright

Recruiting is Sales. Our RPO reporting stack is designed to give you a view of the recruiting funnel for every position—visibility that is key to you being in control.

Our reporting capabilities typically center around a monthly business review/progress report, and in addition to a recruiting funnel for each active position, you can expect reports of all the usual metrics and ties to SLAs on the Kinetix side ( time to fill, candidate funnels, offer acceptance rate, cost per hire etc.).

When it comes to reporting our progress, we typically find that Kinetix wants to report more than our clients want to review the data, so we adjust over time to a cadence that suits your culture and believe that simple is better.

Speaking of simple – we also use something called the Screen/Show/Hire Statement, and it’s designed to show you how healthy the Kinetix process is across your company, or within individual hiring areas.

Example – “We screen 49 candidates, show you 6, you hire 1.”

Those numbers mean (for the client in question, or in the area in question) we would make 6 submittals, and out of those 6 submittals, one hire is made. It’s a great way to top line the health of a recruiting practice,.

Numbers never lie. But deeper conversations usually result from good reporting.