We support our Market Credible Search Process with technology that allows our client’s to see at all levels 24/7 transparency on the status of each search. Here is an overview of how the search process works; the resulting candidate selection process is where we allow our client’s to log in an view our progress 24/7.
This simple focus requires an understanding of our client’s Business Case which drives their Hiring Case and then frames the candidates Career Case. This serves a vital metric: keeping great candidates makes our client much more money than just finding and hiring them. Below is a simple one page framework we use to train our recruiters and validate with our clients that we are setting the search up for success form the beginning.
We support our Market Credible Search Process with transparent technology that allows our client’s access to all relevant candidate information 24/7. There is also a facility to review our progress in real time, comment on and add to our process at their convenience. We can make this accessible for both Human Resources professionals as well as Hiring Authorities to ensure we are all working together.
Our Market Credible/Search Process accelerates our approach to talent acquisition results in a clear hiring case and a credible career case. The union of the two results in a successful hire and long term fit.
Often the best candidate is one that is not yet looking. That’s why Magellan is committed to the passive – not just the active – candidate market. Our unique sourcing approach ensures that we include all possible candidates in the process rather than just working our rolodex or qualifying by resume as candidates surface.
At Magellan, we don’t assume we know enough candidates. Instead, we build a comprehensive candidate source list for each search using our own search process
Magellan consults with each candidate on their career case to determine an optimal fit. We report both viability and non-viability to our hiring client
Talent acquisition requires a paradigm shift for all parties involved:
The client has to shift from a hiring mindset to a keeping mindset.
The candidates have to shift their thinking from taking a job to choosing a career.
Finally, the search firm has to shift its own processes from persuasion to advocacy and empowerment of both sides to objectively make the best business and career decisions.