Danvast Career Search

BACKGROUND

Please describe your company and position.

I am the Manager of a telecommunications company

Describe what your company does in a single sentence.

Thank you for the nice services, Danvast Career Search. They offer highly talented candidates.

OPPORTUNITY / CHALLENGE

What specific goals or objectives did you hire Danvast Career Search to accomplish?

• High Talent candidate
• Affordable services
• On time services

SOLUTION

How did you find Danvast Career Search?

Online Search

Why did you select Danvast Career Search over others?

High ratings

How many teammates from Danvast Career Search were assigned to this project?

6-10 Employees

Describe the scope of work in detail. Please include a summary of key deliverables.

This recruitment project aims to identify, attract, and hire qualified candidates for specific roles within the organization. The recruiter will manage the entire process, including defining the job requirements, sourcing candidates, screening, interviewing, and making recommendations for hires. The objective is to ensure that all roles are filled with the best-fit candidates within the established time frame.

2. Key Objectives
To recruit high-quality candidates for open positions.
To streamline the recruitment process, ensuring efficiency and compliance with organizational standards.
To improve employer branding and candidate experience throughout the recruitment lifecycle.
3. Tasks & Responsibilities
A. Job Analysis & Position Definition

Meet with the hiring managers to understand the job requirements, skills, qualifications, and responsibilities for each position.
Write and/or update job descriptions, ensuring alignment with organizational goals and values.
Define key competencies and necessary qualifications for candidates.
B. Sourcing Candidates

Develop a strategy to source candidates through various channels, including job boards, social media, recruitment databases, and professional networks (LinkedIn, etc.).
Leverage internal referral programs, career fairs, and headhunting if necessary.
Advertise job openings on company website and external job portals.
C. Candidate Screening & Assessment

Review resumes and applications to shortlist candidates based on the defined criteria.
Conduct initial phone screenings to assess qualifications, experience, and cultural fit.
Administer relevant assessments or tests as needed (e.g., technical skills, cognitive ability, etc.).
D. Interview Process

Coordinate and schedule interviews between candidates and hiring managers.
Conduct interviews, either as the main interviewer or assisting the hiring manager in the interview process.
Provide feedback to candidates after interviews, including next steps in the recruitment process.
E. Candidate Evaluation & Recommendation

Collaborate with the hiring team to evaluate candidates’ fit for the role and organization.
Present a shortlist of top candidates to the hiring manager with detailed summaries of assessments and interview feedback.
Make recommendations on the final candidate(s) based on qualifications, fit, and team dynamics.
F. Offer Negotiation & Onboarding Coordination

Extend job offers to selected candidates, including negotiating salary, benefits, and employment terms.
Coordinate the onboarding process, ensuring a smooth transition for new hires, including paperwork, training schedules, and introductory meetings.
G. Reporting & Documentation

Maintain clear records of all recruitment activities, including candidate interviews, test results, and feedback.
Provide regular updates to hiring managers regarding the status of the recruitment process, key metrics, and timeline.
4. Key Deliverables
Job Descriptions: Finalized and approved job descriptions for all roles that need to be filled.
Sourcing Strategy: A comprehensive strategy for sourcing candidates using various recruitment channels.
Shortlist of Candidates: A shortlist of qualified candidates for each role, including resumes, screening notes, and interview feedback.
Interview Reports: Detailed reports on each candidate interviewed, including feedback and assessment results.
Final Candidate Recommendations: A list of recommended candidates with supporting evaluation data for final hiring decisions.
Offer Letters & Contracts: Prepared and approved offer letters, contracts, and employment terms for the selected candidate(s).
Onboarding Plan: A complete onboarding plan for new hires, ensuring they are properly integrated into the organization.
Weekly/Monthly Recruitment Reports: Regular updates on the progress of recruitment efforts, including key metrics like time-to-fill, cost-per-hire, and candidate quality.
5. Timeline & Milestones
Week 1-2: Define job roles, create job descriptions, and finalize recruitment plan.
Week 3-4: Begin sourcing candidates and start initial screenings.
Week 5-6: Conduct interviews and assessments, narrow down shortlist.
Week 7-8: Present final candidates, extend offers, and finalize hires.
Week 9-10: Onboarding process for successful candidates.
6. Key Performance Indicators (KPIs)
Time-to-fill: The time taken from posting the job to hiring the candidate.
Cost-per-hire: The total cost involved in the recruitment process divided by the number of hires.
Candidate satisfaction: Measured through surveys or feedback from candidates regarding the recruitment experience.
Quality of hire: Evaluated based on new hires’ performance and retention rate over time.

RESULTS & FEEDBACK

What were the measurable outcomes from the project that demonstrate progress or success?

Time-to-Fill 20days

90% of new hires received a "meets expectations" or higher rating during their 6-month performance review.

 Reduced cost-per-hire by 20% due to optimizing the sourcing strategy, 

Achieved a candidate satisfaction score of 85% or higher based on survey results.

Describe their project management. Did they deliver items on time? How did they respond to your needs?

A shorter time-to-fill indicates that the recruitment process is efficient and responsive.

What was your primary form of communication with Danvast Career Search?

• In-Person Meeting
• Virtual Meeting
• Email or Messaging App

What did you find most impressive or unique about this company?

time-to-Fill: Decreased by 15%, improving recruitment efficiency.
Quality of Hire: 90% of hires met or exceeded performance expectations in their first review.
Cost-per-Hire: Reduced by 20% through optimized sourcing strategies.
Candidate Satisfaction: Achieved an 85% positive feedback score from candidates.
Offer Acceptance Rate: 95% of offers were accepted, indicating competitive compensation and strong candidate interest.
Retention Rate: 80% retention of new hires after 1 year, reflecting strong candidate fit.
Diversity: 30% increase in diversity among new hires, demonstrating successful diversity initiatives.
Recruitment Funnel Conversion: Improved conversion from interview to offer by 25%.

Are there any areas for improvement or something Danvast Career Search could have done differently?

Improved conversion from interview