With its proprietary 12 week training program, Yoh certiﬁes each of its recruits by preparing them with the most comprehensive recruitment training available, including a variety of tools, sources, programs and tricks-of-the-trade to make them some of the best recruiters in the business. After completion of the Yoh Certiﬁed Recruiter (YCR) Program, recruiters are prepared to recruit in any industry, any sector, and for both permanent and temporary positions. Even the most seasoned recruiting professionals ﬁnd the YCR Program teaches them entirely new techniques that previous experience and agencies had not.
A national leader in semiconductor solutions for the wireless and broadband communication industries needed to ﬁll a high-level, permanent role which demanded a niche skill set, tightly narrowing the potential talent pool. Once Yoh identiﬁed the ideal candidate, another hurdle arose when he expressed initial hesitation about leaving his current position – and hadn’t updated his resume in more than a decade.
Working nights, weekends and outside normal business hours, the recruiter researched the intricate necessities of the role. With this insight, our recruiter was able to identify the individual best suited for the role. After helping the candidate to rebuild his resume, Yoh’s recruiter worked diligently to manage the entirety of the hiring and negotiation process as the potential recruit expressed doubts about the opportunity.
We delivered the perfect candidate to ﬁll a highly detailed and speciﬁc role. The recruit landed a new, fulﬁlling job and received the title, compensation and bonus structure he required to leave his existing position.
· TARGETED SKILLS SOURCING
· NETWORKING SKILLS QUALIFICATION
· COMPANY SPECIFIC SCREENING
· CULTURAL FIT
· REFERENCE CHECKS
· MARKET EXPERTISE
With more jobs today in the digital and technical ﬁelds requiring speciﬁc skills, experience, expertise and education, ﬁnding a perfectly suited individual to ﬁll a highly speciﬁed role isn’t as easy as it once was. Finding access to this often hidden talent now requires that the recruiter have nearly as much knowledge of the ﬁeld as the individual being sought to ﬁll the position.
At Yoh, our certiﬁed recruiters not only ﬁnd candidates for a position, they ﬁnd the candidate – no matter where this talent may be hiding or how diﬃcult it may be to ﬁnd. Such was the case with our recruiter Aleks and the way he searched for and secured talent for a very niche role — while also tackling challenges presented by an uncertain recruit.
Finding Talent in the Rough
Typically, recruiters are well-versed in the ﬁeld in which they’re looking for candidates – as is the case with Aleks and the variety of computer engineering roles he typically ﬁlls. However, many technical and digital positions today require speciﬁc skills and expertise that often did not exist or weren’t well-known only a few months ago.
To ensure he would ﬁnd the ideal candidate to ﬁll this permanent position, Aleks took a research “deep-dive” and identiﬁed the speciﬁc software engineering skill set and experience relative to the development of microchips for network servers as well as the qualiﬁcations and recent history such a position entails. He worked, in a short timeframe, to ensure that his knowledge of the role he was looking to ﬁll was deep enough to eﬀectively discuss topics relevant to the recruit and the client.
After nearly four weeks of hunting and dozens of outreach calls, Aleks pinpointed the perfect candidate, P*. Though P hadn’t even considered leaving his current employer, Aleks was able to convince him that this role would be very competitive in terms of compensation, title and responsibilities.
The only problem was P didn’t have a resume prepared…and hadn’t made one in more than 10 years. That’s where Aleks took charge.
Though P was highly qualiﬁed for the open position, he hadn’t produced his own a resume in over a decade. Further complicating matters, he earned his bachelor’s degree in India nearly 30 years ago, making the discovery of his transcripts and applicable coursework an extremely diﬃcult ﬁnd.
A rarity in the industry, Aleks took the lead in ﬁnding P’s transcripts and built his resume completely from scratch. After much in-depth searching, Aleks eventually found P’s transcripts, and developed a completely new resume for P based on his previous experience, patents, publications, awards and the technical details of the job. He was the perfect candidate – and his resume had to show it.
Recruiter and recruit went back and forth for days until they got a ﬁnal version both thought fully exempliﬁed P’s history and qualiﬁcations for the role, and the resume was submitted.
Managing the Process
Despite repeated assurances from Aleks that the role would check each of the recruit’s requirement boxes, P was still skeptical that the compensation wouldn’t be up to his standards and his title would be a downgrade professionally.
To mitigate P’s concerns, Aleks took call after call – on nights and weekends and even during Aleks’ vacation – to discuss the position. This would be an opportunity to work on cutting-edge technology, one that P would eventually realize was perfectly suited to his skills and experience.
Throughout each step of the process, Aleks and other Yoh representatives worked with leadership to determine if exceptions could be made to get P a title more appropriate for his experience and better compensation. In the end, Yoh helped secure the highest possible compensation and additional beneﬁts.
Recruiters can only control so many aspects of the hiring process. Aleks did all he was tasked with — and then went a step beyond – to ensure both P and the hiring organization were comfortable and satisﬁed. He conducted advanced research, took calls at all hours and places, built a resume from the ground up, and acted as a moderator and paciﬁer for both parties throughout. This dedication earned Aleks not only the trust of the hiring organization, which swiftly decided to continue its relationship with Yoh, but P as well. The two are in touch regularly to this day.
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