The Best Candidate or the Best Job Board Candidate?

The best candidates change jobs through personal connections and referrals. Most will never see your ad, won't post a resume, and won't attend career fairs. Many of the people you meet through job boards and career fairs have been fired, laid off, or are just looking for more money. When the occassional great candidate does decide to surf the job boards, that candidate will probably not even see your ad. (see sidebar)

Our Approach to Bringing Talent to Your Firm

We work primarily with employed professionals that we meet via referrals and networking. These are the best candidates, and they will only change jobs for a significantly better opportunity. Our approach identifies the candidates that will view your company as significantly better than their current situation.

Step 1: Focus on Being a Consultant to Our Candidates

Our initial discussions are focused on a candidate's career and life aspirations and helping craft a realistic set of next-step goals. Until we deeply understand a candidate, we won't know what will entice that candidate to change jobs.

Step 2: Market Your Firm to the Right Candidates

By understanding the specific desires of candidates, we can identify those that we KNOW will be interested in your firm. You then interview talented, employed people that are attracted to your company and that are not on the open market talking with dozens of other companies.

Step 3: Generate Referrals

Because of the superior service we provide to candidates, many connect us to 3 or 4 other people that excel at their jobs. We call those people, focus on understanding them, and the whole process starts over again.

Why Advertising Does Not Attract Highly Cleared Professionals

Our 2009 research shows the following daily average number of internet ads for TS/SCI and Poly professionals:

Technical Roles

Non-Technical Roles



What are the chances that the candidate you're searching for will even see your advertisement, let alone open it, read it, and apply to it?