JCSI

While recruiting, it is highly plausible that the candidate best suited for the job position is already employed elsewhere. These sections of employees referred to as “passive candidates,” are not active in the job market and are often missed out by recruiters as they don’t typically submit applications to open positions or respond to recruiter outreach. However, pursuing passive candidates is worth the additional efforts as they are 120 percent more likely to make a strong impact for their employer and 17 percent less likely to need additional skill development opportunities than active candidates.

For over 20 years, JCSI has been offering their expertise in finding and engaging the best-qualified candidates for their client companies spanning various industries. Specialized in attracting passive candidates, the RPO firm’s unique approach enables a seamless extension to client HR teams while building relationships with top candidates in their industries.

“What marks us different is the fact that we are focused on the results and the number of hires that our clients get instead of just filling a pipeline of interviews. Our recruitment processes are proactive concentrating mainly on the passive candidates in the job market delivering more ROI to the organization,” says Jim Sullivan, Founder, and CEO of JCSI.

The company operates as a recruitment funnel that streamlines candidate sourcing, engagement, and interview functions. JCSI’s efficient research team maintains a record of the number of candidates they need to keep track of and source from the talent pool. The recruiting team then formulates the methods for reaching out to these candidates to drive a 50 percent response rate and convert half of those responses to interested candidates. These candidates are further screened, qualified, and scheduled with the Client Interview Team.

JCSI’s customized recruiting model helps their clients with extra arms in recruiting at a 60-80 percent lower cost per hire with guaranteed speed and delivery. The primary step in the proactive recruitment process involves identifying the client’s competitor companies and other organizations that hire similar talent.

What makes us different is the fact that we are focused on the results and the number of hires that our clients get instead of just filling a pipeline of interviews

The following step is the identification of people within the competitor organizations doing the job the client wants to fill. Having marked the large candidate pool through automated recruitment marketing, JCSI uses different technologies to plug in the contact information of the required candidates, including cell phone numbers, e-mail addresses, and social media outlets.

The unique technology-driven approaches have been vital to how JCSI thrived even amidst the pandemic. “The biggest challenge in the post-pandemic landscape has been the lack of candidate flow. With all the disruptions in the job market, a large number of candidates are not applying for jobs and if they do, it is just to satisfy unemployment requirements,” says Sullivan. JCSI reaches out to these candidates that are actively working, offering them a potentially greener pasture, a more attractive opportunity, and subsequently driving the interview ratio up.

Some industries like the manufacturing and the biotech arena have the added challenge of lacking skilled candidates in the active talent pool and therefore need a more proactive edge to their recruitment process and strategies. One of JCSI’s clients is a very large glass manufacturer who had several plants within the US. The manufacturer was exposed to an attrition rate of 75 percent with the constant need to recruit a fresh batch of candidates each month. At the time, the glass manufacturer was relying on job postings and temporary agencies to fill the job positions in hopes that workers would stick around. Partnering with JCSI, the manufacturing company was able to decrease the turnover rate to 40 percent and increase the quality of hire by improving the quantity of interviews that was brought in. This allowed the manufacturer to hire the best fit for the role as opposed to the best available that might come in through a temporary agency or job postings.

Currently, JCSI covers industries in the US, Mexico, and Canada and plans to further expand their business in these regions. “Manufacturing, financial, and healthcare industries are the top three industries projected for growth over the next three to four years. Having capitalized the manufacturing space and continuing to expand our footprint in BioTech, we are planning to expand in the financial and healthcare industries as well,” says Sullivan elaborating on the roadmap for the company.