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Flow Chart

 

Our Service Process:

1.Client Analysis
2.Communication
3.Sign the Agreement
4.Recruitment Needs Analysis
5.Searching Solution Discussion
6.Contact Target Candidate
7.Perform the Interview
8.Recommendation
9.Interview Arrangement
10.Interview Assessment
11.Reference Check
12.Offer Details
13.Follow Up On Boarding Issues
14.Monthly Communication
15.Quarterly Tracking

 

process
 

Recruiting Evaluation:


Evaluating Recruiting Costs and Benefits

Generally speaking, our client will do some cost-benefit analysis to show their recruiting efficiency. The cost may include both direct costs (advertising, recruiters’ salaries, travel, agency fees, telephone and so on) and the indirect costs (involvement of operating managers, public relations, image and so on). Cost-benefit information on each recruiting source can be calculated. Comparing the length of time applications from each source stay in the organization with the cost of hiring from that source offers a useful perspective also. It has been found that we can get the right candidates with lower cost for you.

 

Evaluating Time Required to Fill Openings

The length of time it takes to fill openings is one of the most common means of evaluating recruiting efforts. If openings are not filled quickly with qualified candidates, the work and productivity of the organization likely suffer. All of our clients are satisfied with our lead time to fill their openings.

 

Evaluating Recruiting Quantity and Quality

Because the goal of a good recruiting program is to generate a large pool of applicants from which to choose, quantity is a natural place to begin evaluation. Is it sufficient to fill job vacancies? For HZ&Z, it’s no doubt that we can do it as we accumulated a large number of talents.