Two Approaches to Solving Client Staffing Needs
Not all talent solutions providers work from the same model. As a result, customer experiences — be they client or candidate — can differ, sometimes significantly.
Outsourcing partners frequently employ a full-time roster of talent. As these companies move from project to project, they draw upon the people on that roster. For example, they may have a list of HR professionals on their payroll. Each individual on that roster meets a certain level of professional criteria. When a need comes up, these companies simply assign the next available HR professional.
Aston Carter doesn’t subscribe to this one-size-fits-all model. Instead, we offer hiring decision-makers a tailored, agile and strategic recruitment approach that increases employee satisfaction and retention.
We see each client, each project and each individual candidate as unique, so we conduct comprehensive vetting of both clients and candidates to ensure we make ideal matches.
This more specialised knowledge, coupled with our global pipeline of talent, enables us to hand-select candidates with the exact qualifications, skill sets, values and motivations needed to match an organisation’s opportunities and vision.
How Aston Carter Activates Hand-Selected Recruitment
Aston Carter acquires an in-depth understanding of candidates and clients.
Our recruiters are specialized by region and industry, enabling them to fully understand the unique skill sets needed for various roles in their region. Meanwhile, their overriding goal in each candidate interview is to gain a deeper understanding of the individual’s goals, skills and interests.
Similarly, our account managers (AMs) develop an in-depth knowledge of client industries, needs and challenges, as well as client missions, values and standards. Our AMs are also geographically aligned subject matter experts in the specialized areas they support.
This is important since, for example, tax laws and regulations around benefit compliance differ from one state to another, making regional expertise vital for accounting and HR staffing. A candidate who’s well qualified in Manhattan will be less qualified in Atlanta and vice versa.
With our hard-earned understanding of candidate, region and client needs, we are better able to hand-select the ideal candidate to quickly fill a specific opening. Clients can be sure that the candidate has the necessary skill set and qualifications, as well as the ability and desire to make an impact on the organization’s culture.
Better Matches, Happier People, Stronger Retention
Because of the due diligence of our recruiters and AMs, the hand-selected model rapidly delivers stronger technical matches between candidates and openings, as well as better cultural matches between candidate and company. This skill set compatibility, coupled with the higher-level cultural fit, leads to happier partnerships, better day-to-day relationships, greater retention and significant client savings. In fact, replacing a single employee can cost a company up to four times that employee’s salary.
How Decision-Makers Benefit From Hand Selected Talent
Aston Carter’s hand-selection process provides an exact matching of individual skills, experience and qualifications with the specific needs of the role. And because Aston Carter evaluates candidates for each role based in part on the candidate’s goals, skills and interests, we are able to conduct a more critical analysis of company cultural fit beyond position qualifications, which leads to better matches and greater retention. It’s a more effective staffing solution.
Your positions are too important to settle for the next person in a pipeline. Contact us to fully realize the benefits of hand-selected talent.
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