In spite of new technologies and new perceived recruitment strategies, such as monster.com, ladders.com,
website postings, social networking and passive candidate networking, recruitment research remains a viable
resource to generate more candidates expediently and at a low cost.
The aforementioned new technologies along with other recruitment tools such as career
fairs and recruitment advertising will only generate candidates from a prospective candidate pool
of approximately 10% of the total population of all qualified candidates of a particular vertical
area of expertise. Our specialty is to address all of the qualified, salaried population who are
currently employed for your positions. Depending on the economic and unemployment conditions, we
address from 90% to 95% of the qualified population for your opportunities.
According to BusinessWeek Magazine, April 7, 2008, page 63, the overall unemployment averages 5% in
a good economic climate, but the rate is closer to 2% for college-educated individuals. Another
grim fact of American society is that only 23% of our entire population has a four year college degree. Additionally,
according to the studies done by SHRM, approximately only 2 % of this well educated and highly skilled
population, actively search for a new opportunity while currently employed. Thus, the largest percentage
of the well-educated and highly regarded qualified population, which your company is trying to address, is
not proactively or passively searching.
Even in the worst economic times, organizations do not let go their best employees. They let go their
less skilled, less productive and marginal employees. They retain their best employees for their current
and future operational needs. Thus, when their business and operations recover and expand, these retained
and highly regarded employees will be there to quickly generate high productivity. This is the population
we address. This population is not twittering for new jobs, they are not on the job boards and they rarely
respond to passive networking or ads. However, when we directly and aggressively network this population
and personally present your opportunity, there is a positive response to your career improvement opportunities.
Do you wish to know if these potential candidates will be your new hire?
With our low flat hourly fee, we are more cost-effective than fee-for-hire retained/contingency
search firms. When utilizing a percentage fee-based firm, your company is charged a per-hire fee,
even when you need several individuals for the same type of position. When using O'Donnell Staffing
Research, your firm pays a singular hourly fee for singular or multiple positions.
Our low flat hourly fee gives you the added benefit of having control over the scope of your
assignment. Additional benefits are cost controls and expedient, personal service. Many search
firms are hire-fee-based and expedite only their highest fee percentage assignments. Since we are an
hourly fee-based firm, we only benefit if we expedite all our client's assignments.
To summarize, our firm exceeds in recruitment cost savings compared to traditional external
recruitment firms. We are more productive and expedient than career web sites, web postings, social
networking and passive candidate networking. We are a proven and reputable candidate generation
resource, which will supply your organization with the same viable, qualified candidates at 80%
average less cost compared to the fees of traditional search firms.
