Search & Talent Acquisition Details

What Is It?
Our Executive search solution caters to executive roles where gross compensation is equal to or greater than $250,000.00 per annum; or where we are compiling a Project Team. Our methodology begins with assignment assessment, the composition of a “Project Scope” statement, (if required) the establishment of the client search committee, completion of position specification, assignment of project tasks and search milestones, followed by the execution of the search strategy through to executive placement. We consider the project concluded once the successful incumbent finishes their first year of employment and completion of a final quarterly On-Boarding assessment. We charge as we achieve agreed assignment milestones in the Project Scope document. Twenty-five per cent of the assignment fee is due twelve months from the initial hiring date.

For further information link here to Executive Search Request.

What Is It?
NEXTalent’s E-Recruiting is a talent acquisition solution which serves staff, sales and non-executive management positions. Our approach optimizes collaboration with LinkedIn’s job marketing service, web traffic throughput on NEXTalent Marketplace’s Job Board, social networks, industry newsletters, targeted micro-blogging services, and other relevant forms of online recruitment.

How Does It Work?
This service combines the algorithmic reach into LinkedIn’s professional community through its job posting services and Rutherford International’s NEXTalent’s E-Recruiting program. NEXTalent recruiters screen responding prospects for their education, tenure, experience and motivation. Subject to this hurdle, we benchmark the candidate relative to industry standards for high performance in a similar role, including possible succession roles. Our data analytics determines personality fit, leadership style, and ability to adapt to a distributive work environment. The NEXTalent quality standard requires candidates to have the performance potential to meet or exceed an employer’s expectations seventy per cent of the time.

Net of our administrative fee, NEXTalent E-Recruiting associates curate the process charging for time and materials. If possible, clients provide a job description; however, NEXTalent is responsible for writing the job ad copy and the position specification. NEXTalent curators do not offer police or credit checks. They are accountable for establishing the shortlist, managing the client interview process, facilitating the offer and turndowns, plus overseeing 360-degree reference checks.

This service targets the active job seeker, whereas NEXTalent’s Talent Agency identifies passive candidates through enhanced data analytics and third-party referral. The hard cost of our E-Recruiting methodology is more expensive than traditional in-house or job board recruitment. However, the yield per employee hire is substantial. Statistically, a NEXTalent E-Recruiting candidate has the potential to be 25% more profitable and 48% more productive than the average performance of their peers. Furthermore, 50% of NEXTalent candidates receive a promotion within one year of joining their firms. If this approach is unsuccessful, the client may upgrade to NEXTalent’s Talent Agency process described below for a modest increase in the administrative charge.

Benefits From The LinkedIn/NEXTalent Workflow
Job Board algorithms sort candidates by tenure, education, skills and experience and establish a relevancy score. However, these algorithms cannot empirically predict a candidate’s on-the-job, hybrid or leadership performance. The LinkedIn/NEXTalent workflow offsets this weakness by layering Rutherford International’s performance and personality analytics into the selection process.

For further information link here to E-Recruiting Request

What Is It?
We are building the NEXTalent community into a marketplace of known industry thought leaders, influencers, a proprietary network of professionals, and rising young stars with above-average potential. The NEXTalent Agency is primarily a market maker. We understand the competitive value of talented people and spend considerable time identifying, vetting, engaging and connecting high-calibre individuals to corporations worldwide. Registrants seeking interim contracts and career opportunities through our Talent Agency services are scientifically assessed for their potential to perform at or above the 75th percentile of their respective functional peer group.

Unlike the E-Recruiting service, this approach is highly proactive. It places considerable emphasis on research, leveraging external recruitment resources, vetting expertise with external subject matter experts and paying bounties to third-party research networks. The administration fee covers initial startup expenses net of performance benchmarking and personality assessments, and we deduct this charge from the hiring fee upon completion. We determine the fee calculation by the assessed difficulty of the assignment, use of our third-party recruitment network and payment terms.

Note: An E-Recruiting client may upgrade to the Talent Agency services for a modest increase in the administrative fee.

For further information link here Talent Agency Request