How It Works
Step 1: Pre-launch Call
Within two business days of notification, your CareerBuilder sales representative will meet with your project manager to debrief them on your hiring needs, your challenges in recruiting for your open positions, and any other details surrounding the engagement which have been communicated with your Account Executive to this point.
Step 2: Research
Before we advertise your open requisitions, we devote ourselves to understanding your firm, your industry, the labor markets home to your job openings, and any other important information surrounding the position being filled, in order to seek out qualified candidates in the most effective and efficient way possible.
After thoroughly researching the challenge, your dedicated Project Manager will then develop a data-driven sourcing strategy to target both passive and active candidate pools.
Step 3: Kickoff Call
After the sourcing strategy has been defined, your Project Manager and CareerBuilder Account Executive will present the plan of attack, taking any final suggestions or considerations you may have to offer into account.
Based on our research, we will give you an approximate number of qualified candidates we anticipate being able to submit.
We’ll collect any additional branding materials at this time (e.g. logos, company images, etc.) to ensure your company’s brand is well-represented.
Step 4: Source and Screen campaign begins
Our Talent Strategists set to work finding your ideal candidates, while carefully tracking and staying within your advertising budget.
Step 5: Manage Applicants
Candidates who are interested and fully qualified are sent to you via email on a daily basis.
Step 6: Touch Point Call
At the end of every week, we’ll touch base to find out how the campaign is going on your end: Are the sourced candidates meeting your expectations? Are there any aspects of the campaign process which we can modify to better suit your needs?
We welcome your candid feedback during these calls to help guide our decisions about modifying and adapting the campaign, to ensure you’re getting maximum return on your investment.
Step 7: Make Adjustments (if needed)
If you identify any changes you’d like us to make to the campaign or to the candidate qualifications, we’ll do so immediately.
We’ll continue to make necessary adjustments throughout the campaign when and where we believe it will improve the flow of qualified candidates.
Step 8: Continue Managing Candidate Flow
We typically recommend following up with the candidates you receive from us within 24-48 hours. Doing so will greatly increase the likelihood that they will still be engaged and interested in your opportunity!
Step 9: Success!
At the end of the campaign, we’ll go over the results and level of success achieved relative to initial expectations.