Value Proposition & Differentiation

Specialize in recruiting & retention of “frontline” employees

Operate with agility and flexibility

  • Customize solutions
  • Offer fast start pilot programs to ease adoption
  • Adapt quickly to changing needs
  • Easily scale up or down

Optimize processes

  • Utilize lean methodologies to identify and eliminate waste

Know and address how candidate behavior is challenging HR

  • Enable offloading of recruiting task that burden HR
  • Allow HR to focus on strategic priorities – retention, training, development, etc

 Integrate leading technology into recruiting solution

  • Utilize AI to streamline candidate and new hire engagement
  • Maximize effectiveness and minimize cost
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New Approaches For New Market Realities

RECRUITING CHALLENGES

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Best Candidates Already Employed
Not actively looking
Hard to find
Lots of offers

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Candidate Engagement

Communication preferences
Short attention span
Expect immediacy in feedback
High rates of fallout/abandonment

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Task Proliferation

Increased hand-holding through recruitment process
Frequent engagement to deter fallout and “ghosting”
Recruiting tasks crowding out resources aimed at Retention

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SOURCE2 SOLUTION

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Find & Engage “Passive” Candidates

AI-assisted sourcing and screening 
Machine learning augmented job description editing
Active outreach from manual and AI-assisted research

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Streamline Application Process

Short-form applications
Text-to-apply
Rapid response to candidates via SMS texting 

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Technology Assistance
Applicant Tracking System – mobile friendly and text enabled 
Automated scheduling, confirmations and reminders
Retention driven through post-hire engagement 

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Lower Cost / Proven ROI

Two Primary Objectives:

1. Eliminate opportunity costs and impediments to growth

  • Deliver high-quality candidates that are reliable, safe and productive
  • Fill all open positions (100% fill rate)
  • Reduce time-to-fill

2. Lower recruitment costs

  • Eliminate any usage of costly staffing or search firms  (savings of 30% - 50%)
  • Low cost-per-hire
    • Typically 2% - 8% of first year wages, depending on
      • Volume of hires
      • Difficulty – scarcity, supply/demand, geography, etc

Source2 Model is Volume Dependent
Leveraging of Fixed Costs Yields Lower Cost-Per-Hire

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Retention Focused

Studies show that turnover is highest during the first 6 months of employment.

Source2 conducts deep dive analytics on turnover/attrition to identify real data (not anecdotes) regarding turnover

  • Establishes base line from which to drive improvement

Source2 screens and recruits for candidate attributes that correlate to high retention

  • Experience, prior job history, skills, aptitude, etc

Source2 utilizes AI-driven texting technology, along with personal outreach, to connect and engage with new hires:

  • Delivers customized messages at key intervals to foster connectivity and engagement
  • Requests feedback regarding job satisfaction and expectations
  • Escalates engagement with employees at risk of turnover
  • Offers a consistent experience during on-boarding

Partners with HR

Source2 operates as an extension of, and complement to, Client’s HR team
As specialist in high-volume recruiting of “front-line” workers, we customize each solution to our specific clients’ needs.  As part of our high flexibility, we tackle large, complex challenges.

WHAT STAYS THE SAME

  • Use client’s brand and client’s employee value proposition.
  • HR retains control through process definition, frequent status meetings, and review of metrics
  • Recruiting effort is dedicated, committed, uncompromised, and “always on”
  • High level of personal contact with applicants to encourage, remind and usher them through the application, pre-qualification and interview processes
  • High accountability to the Hiring Manager – “they say jump, we say how high”
  • Regional differences and Hiring Manager preferences are accommodated

WHAT CHANGES

  • Effectiveness
    • HR able to focus on screening and retention
    • Best practices adopted from hundreds of client engagements
  • Flexibility & Scalability
    • Scale up and down as needed based on business dynamics and seasonality
    • Redundancy of a “team” effort that mitigates turnover risk
  • Active Sourcing to find “Passive” candidates
    • Active outreach
    • Grass roots efforts
  • Technology Integration
    • ATS, AI, Big Data, Machine Learning, and Social Recruiting
  • Process Management - Best practices to drive …
    • Time-to-hire
    • Cost-per-hire
Recruiting Brief