Most organizations view recruiting as a reactive, tactical function whose only charter is to fill open positions. Therefore, the systems and processes developed are designed only to identify, schedule, screen, and hire potential employees who may fill current vacancies or immediately anticipated openings.

In most cases these systems are inefficient and ineffective, therefore compounding the tactical problem of simply “filling open requisitions”. In this reactive mode, it is difficult to conceive of recruiting having more value.

However, with correct processes and systems designed and implemented, recruiting can be far more effective tactically AND can have a profound strategic impact upon the business development capabilities, orderly and cohesive growth, and public perception of the company.

Hire Performance is a technical personnel search firm dedicated exclusively to the placement of professionals in the computer and engineering fields. We have significant and extensive capability in search and recruitment of candidates within the DoD and intelligence communities. We have spent the past 17 years honing our abilities in locating, screening,
recruiting and placing highly skilled and specific individuals. We have a placement and retention record unmatched in the industry – consistently out performing our competitors. For example, in an industry where “offer turndowns” average 50%, HP’s is only 10%.

Added Value by using Hire Performance Services

Basic Premises:

1. The service is free. Our clients are able to assess the quality of the candidate and then determine if the person brings enough value to warrant hiring. No retainer is required.
2. Recruiting costs are investments in building value of a company.
3. Most companies look at recruiting fees as simply an overhead cost (oftentimes simplistically amortized over a 1 year timeframe) and do not analyze the complete added value of improving their recruiting efforts from a strategic vantage point.

Our Clients reported the following benefits realized from improved recruiting:

• Gain in revenue due to rapidly filled positions
• Gain in profits due to growing pool of billable talent
• Management able to focus on keeping employees and customers happy rather than interviewing all of the time
• Minimizing the chances that competitive firms have of competing against you.
• Proper hiring of the best candidates minimizes turnover
• Customer goodwill dramatically enhanced resulting in repeat business, new business expansion on existing contracts, referrals to new customers from existing ones.
• Increase in equity value of company
• Increased morale reduces turnover and increases employee referrals. Employees feel demoralized when their company can’t staff with other high-caliber talent.
• Hiring “multiple threat” engineers (those capable of billable technical work, new business development, technical leadership) on a consistent basis dramatically impacts growth. These people must be recruited aggressively.
• Management time spent on interviewing the wrong candidates, hiring and managing average talent, and/or resolving performance difficulties with the client could be spent winning new business.
• Superior performance results in superior award fees
• HR can focus on employee retention issues and communication development between management and employees.
• Successful recruiting is the best advertising and public relations campaign. Word of mouth grows your reputation empirically. The best companies constantly sell candidates on the value of the company which is then broadcast throughout the community.
• Superior service nearly always wins more business.
• The first impression a new client gets is from the quality of the staff and how rapidly the vacancies are filled with great talent. There is no second chance to create a first impression.
• Lack of effective staffing inhibits business development initiatives The above quotes are only emblematic of many such comments. Each individual tended to focus on the value recruiting services had to their specific function. However, taken together, the entire value from a strategic perspective should be compelling. Getting the best people in a rapid timeframe creates both short, medium and long-term success for a company in the technology business.