We are in a unique position in that not only are our clients (the employers) are customers but so are our candidates. We must remain professional and objective while balancing the needs of both entities. That is why we offer honest feedback even if it is not what you expect to hear. Upon evaluating a potential project we examine the specifics to make sure the expectations are reasonable and realistic. We may make suggestions based on our knowledge and history in the area. As national recruiters with 27 years experience we assume you want the best and our goal is to make successful matches. Also before accepting any recruiting assignment, we clearly establish the criteria by which we must match. In almost every case, speed will be followed by quality. Cost is almost always last -- and often not even a consideration at all. If we were able to produce two or three highly-qualified candidate in a few hours after receiving a bona fide requisition or job request, and if one of these candidates were hired, would we be a hero? Wouldn't cost be almost irrelevant? We think these are the critical parameters, in order of importance:

1. Time to hire: Speed has become the competitive differentiator. All else being equal, this is what makes a difference to candidate and manager. Just think what your response would be if one or two days after we received a job requisition you were provided one or two very qualified, well-screened candidates? Is this possible? Yes, in many case, it is. Given our new Internet-based tools for screening, tracking, and background screening candidates, it is possible to have very short turn-around times.

2. Quality of hire: Did your new hire actually show up the first day? Do you know that a very high percentage of new employees never show up on their start date and that another significant number don't come back after the first or second day? What is your 1-, 2- and 3-month retention rate? As recruiters, there are many things we do to improve the chances that the person hired will stay and perform. We can test candidates for specific skills and abilities, conduct background checks and reference checks, and use the speed with which you extend an offer and set the start date to ensure that the quality of our candidate increases. Good hires mean employees who show up, work hard, and achieve their goals. By understanding the skills and personalities of currently successful employees, we can develop profiles of success to use in your interviewing and screening.

3. Cost per hire: What does it cost you to bring in the talent? While this is far from critical in today's market, it is always wise to watch costs and have a program of continuous improvement. Make sure you are spending money on the things that make sense and pay off. Measure what works and doesn't work as rigorously as you can. Never spend more than you have to, but always weigh costs against potential benefit. And remember that you have to pay for top talent just like sports teams do. Good people know they are good and demand appropriate salaries and benefits. Our Commitment is to provide the service you expect at level the exceed your expectations for a fair cost.