About SREs
SRE Pricing
Before the SRE
The Actual SRE
10 Step Simplified SRE Process
Summary

ABOUT SREs

SRE's are a wonderful format to identify, screen and hire the right candidate. This is where a single company attempts to fill a variety of positions at an event. Examples include companies looking to hire a high number of sales staff, general or production managers, customer service managers or other positions where predetermined qualities, skills, attributes, attention to detail and accountability are important requirements.

This process enables the organization to interview a large number of candidates who would be capable of filling multiple positions. This process is unlike a typical job fair because all candidates are highly screened and pre-qualified for the individual positions.

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PRICING

Option 1

• Exclusive Event $ 9,000
• Guaranteed One Hire
• Each additional hire from that event @ $ 3,500.00
• We will perform another SRE if no hires
• Replace ½ of initial $ 9000.00 if unsatisified after two SRE's
• Three month replacement guarantee

Option 2

• Contingency 25% base salary
• Each hire requires a fee
• Set up fee $ 2,500.00
• Three month replacement guarantee

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BEFORE THE EVENT

A Special Recruiting Event requires a great deal of advance planning, research and commitment. The most important aspect of an SRE is a solid commitment from the company. The organization must have a real desire to fill its staffing needs and also have a time-sensitive approach to filling the positions. Another very important component is an effective, efficient and knowledgeable team of recruiters. A very demanding and challenging part of the SRE is the upfront identification of candidates who are going to be appropriate for an actual interview. We have typically found the ratio of screened-to-interviewed candidates at 4-to-1. So that for every 10 interviews, we usually screen about 40 to 50 candidates. This advance planning includes many logistical issues such as location, travel, lodging and convenience. The program must appear seamless and to operate efficiently for the recruiting staff, the hiring staff and the candidates. A smoothly run event will help the hiring process and make all parties thankful to participate.

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THE ACTUAL EVENT

The SRE can be held at a regional sales office, at a manufacturing facility or at a corporate headquarters. We have found that the optimal location to be an off-site hotel where the hiring managers can be focused and be completely undistracted through the entire process. There are usually three to four interview rooms running concurrent sessions. There is a predetermined interview schedule, and the candidates are processed accordingly. In many cases, we have the candidates stay in the same room all through the process, and rotate the hiring managers.

The "next steps" required by the particular hiring organization determine the entire process. At the end of each day, all parties sit down for a debrief session to discuss each candidate. Detailed notes are taken throughout the entire process so that feedback can be given to all candidates who have been involved in the process. Feedback must be given to all candidates within a 48-hour window - whether favorable or not.

For those candidates who have made the cut, it's important to develop an immediate personal action plan. The recruiters are required to assist in the communication and make the next step happen. Candidates perceive the event as a unique and positive opportunity, one that gives them the chance to meet with different hiring managers for companies that they have an unmitigated interest in obtaining their employment. This process also enhances the hiring company's image and reputation and also helps attract a higher-quality candidate.

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SRE SUMMARY

Everybody knows this simple truth: bad hires are expensive and good hires pay you back several times over what it cost to get them. The problem is easy to state, but difficult to solve. You don't need a "high achiever" - you need someone who will be a high achiever in your organization. Although the SRE was originally developed as an external recruiting tool, an internal recruitment staff can successfully use it, too. The key elements for effective implementation of an SRE are:

• The complete commitment of all parties involved -- whether it is an internal or external recruitment department to the hiring managers.
• Attaining the primary goals, which are cost-effectiveness, timeliness, efficiency and quality.

In summary, the Special Recruiting Event provides organizations with an exceptionally cost-effective and productive method of achieving quality, high-volume candidate recruiting.

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