Our Executive search solution caters to executive roles where gross compensation is greater than $125,000.00 per annum; or in instances where we’re compiling a Project Team. Our methodology begins with organizational assessment, “Search Scope” statement, assignment of project team and accountabilities, position specification writing, execution of search strategy through to quarterly On-Boarding assessment during the executive’s first year of employment. This pro-active approach places considerable emphasis on research and access to third-party networks. Fee is determined by assessed difficulty of assignment.
For further information link here Executive Search Request
What Is It?
Ad Selection is a recruitment solution which serves Staff, Sales and Non-executive management positions. Our approach optimizes the web traffic on Rutherford International’s web site, social networks and our knowledge of on-line recruitment.
How Does It Work?
This service combines the reach of the Internet with an unbundled workflow or candidate evaluation process. Our professional recruiters project manage the recruitment process including the quality control of resume responses. We divide the response into “A” and “B” categories along with our recommendation of a short-list of respondents.
On a time and material basis, clients may retain us to write ad copy, the position specification, arrange interviews, test and conduct 360 degree reference checks. This methodology is considerably less expensive than traditional recruitment. If this approach is unsuccessful, the client may up-grade to the recruitment process described below for a modest increase to the administrative charge.
We analyze your job description to determine the most effective key words and rebuild each job for maximum search engine placement. Once your job has been optimized we place it on the Rutherford site, submit it to the blogosphere and industry specific job posting sites; including job aggregating search engines.
What Type Of Employer Does It Benefit?
This service targets the active job seeker, whereas recruitment identifies passive candidates through data base research and third-party referral. We wouldn’t recommend Ad Selection as a singular method for staffing positions where the position has a strategic impact upon your firm’s growth. However in some situations where “time to hire” is flexible or ongoing, perhaps a 15 or 30 day on-line job posting with targeted emailing and micro-blogging is worthy of consideration.
For further information link here Ad Selection Request.
Our recruitment solution for Non-Executive positions ranging below gross compensation of $110,000.00 manages assignment workflow. We begin with a “needs analysis”, the writing of the position specification, recruitment, selection through to psychometric assessment and On-Boarding monitoring during the new hire’s first six months of employment.
Unlike our Advertising Selection service, this approach is highly pro-active and places considerable emphasis on research, leveraging of external recruitment resources and access to third-party business networks. The Administration fee is a combination of time & materials. We deduct this administrative charge from the hiring fee upon completion. The calculation of the fee is determined by assessed difficulty of assignment, use of our third party recruitment network and payment terms.
Note: An Ad Selection client may upgrade to the Recruitment service for a modest increase to the administrative fee.
For further information link here Recruitment Request
To request additional information – Link Here
* Additional Ad Selection & Recruitment work flow management charges calculated on time and material basis..
** $6,500.00 admin. charges deducted from placement fee. *** Ad Selection clients are able to upgrade to Recruitment Service.