Services and Capabilities Audits and analyses of existing recruitment processes and systems in-depth analysis of the existing workflows, technologies, tools, communications, and outcomes used by the client to identify, attract, interview, hire, assimilate, and retain human capital – with a resulting report providing the client with a roadmap for process improvements/enhancements process mapping to ensure the appropriate level of control in compliance with the Sarbanes-Oxley Act of 2002 Performance metrics and satisfaction surveys (hiring managers, candidates, vendors, recruiting teams) innovative ways for a client to consider how best to measure staffing success and the value it brings to the organization, across the full spectrum of professional relationships use existing technologies and procedures to produce, analyze, and report meaningful financial and operational data – and strengthen the quality of decisions related to recruitment and retention crafting and implementing service level agreements for use with line management Candidate sourcing strategies and tactics - including Internet options, search firm management, employee referral programs, and direct contact skills training optimizing Internet job site memberships, using the Internet as a candidate sourcing and research tool, and aligning electronic recruitment avenues (job boards, databases, on-line job fairs, etc.) defining, negotiating, documenting, and managing relationships with third-party search consultants crafting, budgeting for, implementing, and managing ways to gain candidate referrals from employees, industry contacts, clients, and others training individual recruiters or recruiting teams to act as “in-house search firms”, including providing a training class to aggressively identify, contact, and recruit candidates directly Internal mobility, transfer, and career planning programs for existing employees design, delivery, and implementation of employee programs based on a client’s unique culture, development philosophy, and industry best practices technology and procedures to support those programs Employment branding effectively and accurately aligning an organization’s image in the employment marketplace to its image in the commercial, NFP, or government market guiding the development and implementation of print and electronic collateral guiding the development and implementation of print and electronic employment advertising, including annual media placement planning ‘Best Practice’ research and reporting researching and reporting the most effective current employment, staffing, and retention practices – by industry, location, or organization size managing the introduction of improved practices and procedures, as well as managing the change that attends process improvement On-site interview process improvement and interview skills training aligning interviewers, interview questions, and the interview process with each position’s required competencies and initial job performance standards design and delivery of behavior and attribute-based interview skills training programs