- Recruiting all positions
- Ensuring proper staffing levels are maintain by effective communication with hiring managers
- Completing all first interviews
- Facilitating additional interviews and overseeing the recruitment flow
- Maintaining ATS system
- Completing background & reference checks
- Issuing assessments as required
- Assisting with job offers as needed
- Overseeing onboarding of new hires
- Executing turndown/rejection letters
- Conducting exit interviews
- Providing monthly and quarterly reporting
There are several advantages for keeping the recruiting function in-house including retaining full control over the entire process. However, there is also a case for outsourcing recruitment based on your company’s dynamics.
Companies nationwide are experiencing increasing hiring demands under slim budgets and lean resources. Complete Search Services is able to provide professional, dedicated and cost effective recruitment programs that can deliver the talent needed in the restaurant, retail and hospitality industries. By blending technology, with industry knowledge and our competency in the recruiting arena we are able to create scalable and flexible solutions that deliver quantifiable results.
Recruitment Process Outsourcing (RPO) is an extremely viable option in today’s market place. When compared to the high cost associated with third party agencies/headhunters, most organizations will experience a significant cost savings. This is especially the case when there is volume hiring needs, or an ongoing flow of openings. We encourage all companies to assess the numbers and savings to determine if an RPO solution may be beneficial to their bottom line. Determine if RPO is right for your company.
TYPICAL CHALLENGES THAT CLIENTS FACED BEFORE UTILIZING OUR CSOS PACKAGE
- Insufficient time to hire candidates
- Store Managers, District Managers and Operators spending excessive time on recruiting distracting from other priority tasks
- Overstaffed or understaffed HR department
- Significant ramp up time for new internal hires in the recruiting role
- Loss of expertise or knowledge with HR turnover
- Lack of consistent recruiting processes across multiple divisions/units
- Lack of reporting and tracking
- High turnover as a result of poor hiring practices forced by a time crunch
- Not enough quality candidates applying for openings
- Limited resources to advertise openings, leading to limited selections in talent
- Difficulty maintaining staffing levels
- High third party agency fees when utilizing headhunters
SOLUTION BENEFITS
- Save time and money, while limiting distractions
- Clearly defined recruiting process
- Ability to build best in class team
- Simplified invoicing and billing with using one vendor
- Brand Management
- Guaranteed staffing levels upheld
- Ongoing support and coverage
- Consistent candidate pipeline building to support turnover
- Metrics and reporting
- Flat Pricing with fixed budgeting
- Limited ramp up time
- Access to extensive recruiting expertise
SOLUTION FEATURES
- Hiring for ALL positions
- Unlimited Hires
- Flat Pricing
- Multiple Source Utilization for Candidate Location
- ATS Utilization & Maintenance
- Administering Background Checks
- Administering Reference Checks
- Application distribution
- Open House Support
- Offer negotiations and Offer Letters
- Turndown letters/rejection letters
- Execution of Phone Screens
- Job Line Toll Free Number
- Exit Interviews
Client Partner Testimonial
As a 24-hr operation it is sometimes difficult to find and retain the right talent. We have found the CSS team to be easily available to our staff and that they consistently performed with a sense of urgency. Since working with CSS our management staffing levels are inline and we have seen a vast improvement in the quality of talent presented and hired. Recruitment is more proactive, planned and strategic, allowing us the ability to be more selective with hiring. 
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