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What should I consider when looking for a talent acquisition partner?

Placements firms are not created equal. In the same way you would consider hiring your next star team member, here are some of the things you should consider when hiring your talent acquisition partner.

  1. What are my talent acquisition needs in the short-term? Long-term?
  2. What challenges does my team currently have with attracting talent? Are there challenges I'm not aware of?
  3. Does their model/approach align with the maturity, philosophy, and operations of my company?
  4. Who do I want representing my company and brand to the talent market?
  5. Do they have experience working with companies like mine?
  6. What is their experience in placing my roles?
  7. Are they easy to work with?
  8. Do their values align with that of our company?
We know this requires some dilligence and discovery up front, but this will pay dividends as you build your team and culture.

What is JumpSearch's approach to search?

JumpSearch partners with companies who are looking for dedicated, turn-key talent acquistion team to address their critical, high-profile roles. We provide deep-partnership with our clients, depending on the maturity of our clients that could mean different things. In general there are two components to our turn-key talent acquisition approach: FIRST, we look INWARD within our client to understand the past, present, and future of the company, its challenges, strengths, opportunities, trajectory, and culture. We also help to build the internal operations and best practices to optimize the candidate and interviewer experience to sustain the ability to hiring great talent now and into the future. SECOND, we look OUTWARD, we develop and promote our clients' brands and go to the talent market to promote opportunities. We source and recruit, leveraging our local Utah network, going after the strongest, often passive candidates.

How long does it take to fill a critical position?

Generally speaking, we're able to fill most critical positions within 4 to 6 weeks, HOWEVER, your mileage may vary. We must caution that time-to-fill, while important, is not necessarily the optimal KPI for your critical searches/hires. That said, time-to-fill is driven by the following factors:

  1. Number of decision makers
  2. Alignment among decision makers including requirements, role, scope, qualifications, comp, culture-fit
  3. Supply/scarcity of talent
  4. Overlap between client expectations and what the talent market will yield
  5. Recruiting, interviewing, offer, exception handling operations

How do I know if JumpSearch is the right fit for my company and needs?

We've found that the best-fit partners:

  1. Are partnership-driven
  2. Are realistic and humble about their employer brand
  3. Take a focused approach to search (vs. a scattered shot-gun approach)
  4. Are fairly greenfield, or open, to evolving their recruiting operations
  5. Take their culture and its development seriously (but not too seriously)
JumpSearch may not be the optimal fit for your company if:
  1. The positions you need to fill are less-than mission-critical.
  2. Your company is using contingency agencies extensively for your searches.