by Colleen McCarty, VP Talent & Organization Development
Over the last year we’ve been tracking the cost of sourcing and interviewing contractors for Initial Call. And as we complete the stats each quarter, I’m reminded that it is all too easy to get caught up in the day-to-day activities of our work and forget about the big picture that statistics and analysis provide.
Now I’ll admit, our recruiting process is thorough. Perhaps we spend more than others here, but when you deliver professional services you must have great people. And recruiting great people is expensive, really expensive. The average Initial Call Contractor works months before we see a return on our recruitment investment. To find the best contractors we have to talk to a lot of candidates. And each candidate brings his or her own unique skills. So we take the time to find those which will exceed our clients’ expectations and best complement our project teams.
We look for:
- A strong, relevant background in sales and cold calling.
- People who can hit the ground running.
- People who ask “how can I best do that?” rather than “why should I do that?”
- People who sell us on the product, when in the interview, the product is themselves.
- People who can work independently, intelligently, and with humor.
- People who want to work with Initial Call because we fit their life, not because it will do until they find something better.
Knowing how carefully we screen our candidates, I am confident our teams provide tremendous service to our clients. We eliminate the often hidden costs of recruiting and save our clients time they might otherwise lose on untested resources. In essence, through our hiring process, we invest in people, so that we can provide exceptional lead generation and appointment setting services.
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