We understand the protean nature of our business and operate from a position of preparedness. We have mapped product organizations based on Job Levels, Job Families, Levelling documents & Pay ranges and boast pipelines of warm potentials. We also have a curated database of cold leads that can be activated at a moment’s notice thanks to the sterling liaison efforts affected by our team. This ensures that our turnaround time for mission critical vacancies is hours at best and the hassle of a prolonged hiring period and the subsequent losses to the business can be eliminated.
The general market consensus highlights organizational culture as the key to attracting top talent. Staffopedia functions on this tenet of recruitment! We shortlist premium candidates from a myriad domains and verticals on the basis of the potential to contribute long term value to ventures and engage with them on a deeply personal level to assess their present monetary and aspirational contentment. We expertly convey the positives of working for a particular client from the perspective of organizational culture fulfilment in order to generate enthusiasm in talent that is otherwise ‘off the table’.
If potential candidates back out of a negotiation when the bulk of the paperwork and the formalities have been processed, it can wreak havoc on the bottom-line of an organization. This kind of disengagement is the result of susceptibility to a counter-offer, anxieties about the specifics of the position or the inability to broach the resignation conversation with the present employer. We ensure that the talent we nurture and foster with the aim of incorporation within a company is given a realistic and exhaustive overview of the designation, complete with information about the challenges expected, the remuneration and the organizational culture to eliminate uncertainties and eventual new hire attrition.
From our Executive Search to our Recruitment Process Outsourcing (RPO), every facet of the Staffopedia experience is characterized by the deployment of scalable, flexible solutions for transparency in cost considerations and accountability to the end goal of attracting top talent without new hire attrition. We excel at delivering results even within constrained parameters of budget and timeline and under extenuating circumstances of upheavals, divestitures, mergers and acquisitions. We pride ourselves on our agility and our blended format of onsite and offshore recruitment. Because of our structured workflow and robust infrastructure with the ability to adapt to changing requirements, our clients do not pay for larger than needed recruitment functions during slump periods or accommodate ramp-up costs during hiring spikes.
A call for talent is much more than the presage to the actual recruitment process. In today’s competitive market, it is akin to being judged by high net worth potential candidates in terms of professionalism, organizational culture and agility. With Staffopedia as a partner, ventures take the advantage of the reputation boost that comes with impeccably executed end to end hiring operations. We ensure that candidates have a positive impression of the company thanks to fast responses, diligent follow-ups, well drafted correspondences and considerate, by-the-book closing loops for expediting job searches. Our clients typically receive amped up social media engagement from prospects for recruitment protocols worth lauding.
We bequeath our clients with the ‘first hit’ advantage setting their recruitment efforts apart from their competitors who don’t have access to the expertise required to conduct deep web searches, X-ray searches and flip searches. With the breadth and focus of our ministrations, we excel at identifying premium talent actively pursuing job opportunities as well as passive high value prospects who may not even be on the radar of other staffing agencies. We also craft from scratch complex Boolean algorithms to scrutinize the progress made by peer ventures and thus successfully close deals with talent prized by the industry.