RTManagement — Staffing

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	s t a f f i n g o p t i o n s

The One-Two-Three basic steps used in hiring the right candidate. chemical.jpg (2785 bytes)

1) Attracting applicants for your positions is the first critical component of the hiring cycle. Building a powerful database of applicants becomes a crucial tool in reducing your time-to-hire and minimizing your advertising costs. RTManagement, Inc. has one of the most advanced and current database systems in the world and it is updated daily. This information provides an incredible mechanism to help locate and attract premium top-talent for your staffing needs.

2) The second step in the hiring process is screening. Considering the current job market, every position you post is likely to attract many applicants. A significant contribution to lowering your cost and time-to-hire is ensuring that you only focus on the most qualified candidates and do so as soon as possible. RTManagement, Inc. automatically and easily eliminates unqualified applicants with a standardized, streamlined screening process.

3) The final step in the hiring cylcle, prior to the actual offer stage is interviewing. Scheduling and communicating with those involved in the interview process helps to ensure the most qualified candidate will be chosen for the position.

Retained Search Vs. Contingency Search

It is TRUE that the reason there are different levels of fees being paid is because there are different levels of service being offered.

An RTManagement, Inc. Retained Search is used at all job levels where there is a critical need that must be filled in a short period of time. Our replacement guarantee is extended and all candidates recruited will be exclusively presented to the client. The average time frame in presenting at least 3-5 qualified candidates is 15-20 business days. If the 30-day window is reached prior to this, a meeting between the lead recruiter and the hiring authority is scheduled to discuss the specifics as to why.

It is FALSE to believe that a reduced fee does nothing to encumber your search!

When a time management decision must be made, the contingent search is neglected first.
The best candidates are used exclusively for the retained searches, contingent searches get only who's available — not the best a recruiter can find them. If nothing is available, then their position stays open.
Even though a recruiter may refer candidates on a contingent basis, his/her actual recruiting efforts must be reserved for the retained search.
Contingent clients have fewer candidates available because many firms won't network with other firms and settle for what amounts to a 10-15% fee for their efforts. There are just too many more opportunities to make more money in the same amount of time.

The RTManagement, Inc. RETAINED SEARCH

A project team consisting of several specialized recruiters is assigned to the project.
The hiring company deals with one recruiter only and that person is specialized and understands the needs of the company.
Candidates receive two levels of screening before they are presented to the company thus providing qualified candidates and saving valuable time and resources.

Candidate Screening

Candidates are screened to make sure they are qualified professionally.
Candidates are screened to make sure they are qualified personally. This includes counter offers, spousal dissentions, sibling issues (children in school, etc.), and home ownership/real-estate.

RTManagement, Inc. will refer all candidates without regards to race, color, national origin, gender, age, physical handicap or medical condition. It is understood that RTManagement, Inc. refers candidates and that the hiring decision and determination of suitability, employment eligibility verification and conditions of employment are ultimately the responsibility of the hiring company.