Kris Staffing Model
With years of Professional Services experience behind them, the Management has created a very unique & innovative staffing model/ process, which is currently being used with great success, to serve most of our clients’ requirements.
Our recruiting team is constantly encouraged to think creatively and try different models. The model currently implemented is built on the creation of specialized disciplines within the recruiting team.
Essentially, recruitment/ staffing have been split in half. We manage a team of Candidate Generation Recruiters (CGRs), which is responsible for creating a candidate pipeline. Some of these CGRs are not assigned to requisitions — instead, they are aligned by function, and source talent for our core high-volume positions, or with niche skills or domain specific skills. Others work on specific requisitions. Together, we are able to proactively create a talent pipeline that meets the needs of our clients, while also reacting to situational needs. Their activities include everything from direct sourcing and resume database searches to industry event attendance and networking.
The other team of recruiters, the Account Manager Recruiters (AMRs), creates workforce plans, manages clients’ expectations throughout the hiring process, participates in in-person interviews, assess the soft-skills, works through the offer details, and closes candidates. The AMRs and CGRs are very much peers & are equally important in the recruiting cycle.