Abra Group has built its business success on a Staffing Augmentation and the Recruitment Process Outsourcing (RPO) model. This model allows us to assist our clients with all aspect of their staffing needs and covers all skills and profession. As such we are verse on sourcing, identifying, screening, recruiting and placing candidate all skills levels and expertise. This applies to both our commercial and federal clients. As a company that focuses on EEO, Diversity, ADA among other areas of compliance we ensure that applicants are treated fairly and provided with the best tools and resources to successfully complete the task they are hired for. We ensure that all applicants are treated fairly without prejudice or any form of disparities.
Our past and future success is and will continue to be as a result of our boutique style business model that supports our consulting firm and our extensive experience in Management Consulting, Recruiting Process Outsourcing (RPO), Leadership Management strategies, Coaching/training, Human Resource Management (HRM) and Recruiting services. Our HRM consultation covers more than just staffing. We address sensitive areas such as; EEO Compliance, Affirmative & Diversity, ADA, Sexual Harassment action policies development and training, job evaluation and description. Additionally; we provide ethics-based consulting that steers leaders into doing the right things, even when it’s not popular as they control, plan, organize, staff, and provide effective leadership needed to achieve their strategic goals.
We view this section as a is collective body of strategic partners. As such, we focus on the overall business strategies and the long-term goals of the organization we consult on. We work with the current Human Resource (HR) team to help develop and identify these goals and assist with planning how best to achieve them. This involves forecasting based on market research and anticipated organizational needs. We assist with developing job analysis based on the skills, abilities, knowledge, and other attributes (KSAO’s) required to perform the job.
We evaluate all candidates based on specific KSAO’s of the contract. We look for experience performing task in a similar environment. For this project, we are looking for candidate who have worked/volunteer/interned with FEMA, City emergency management teams. In addition, we check all references provided by the candidate and review and evaluate all credentials provided.
A company’s brand tells their story, as such we seek to highlight those positives attributes when selling the organization to the candidates. To best identify those characteristics, at onset of our meeting with the team/group that we will be consulting with, we conduct intake interviews. During this interview stage, we seek not only to identify why they need our services but who they are as a company internally. We analyze that with their external perception. We will visit their website, online presents, publication, etc., to learn about the company and its brand. We advise on the company branding as this is an essential selling tool when trying to engage and recruit good talents.
Talent Acquisition Tools
A great talent acquisition team is the corner stone of the candidate search, introduction and onboarding process. We use current tools to seek and attract talent. These tools are CareerBuilder, LinkedIn, Indeed, Talent Network, Dice to advertise and attract the right skills for each position. We also partnership with local job search networks such as, “Workforce One Career Centers” and local Job Fairs. We also use utilize “specialized” search tools such as “Americas Job Exchange” that focuses on employing veterans and people with disabilities.
We also drive a great passive search effort to reach those who are not on the market but would entertain a conversation concerning a new opportunity.
This is achieved through direct contact while scripting an invite that pulls a response from these passive candidates. The best in class are not always on the market nor have they posted their resumes on the job boards. We find these candidates through referrals and cold calling into an organization that has that talent. We also search the boards and use that same cold call approach to attract these candidates. It is very effective.
Once we have secured the candidate's interest, interviewing is next. That same soft sales approach should be continued to drive the candidate's interest. Getting through this process should be reasonable in time. I suggest getting what we need on the phone through WebEx and or emails. The interview should be the final stop. Only interviewing those that are likely contenders. The finalist should be only two candidates sometimes even one. Other should be eliminated through a series of calls and WebEx. Our market conditions have changed. We have to get to offer virtually. We have conditions that will preclude that face to face interview contact. Let's embrace virtual interviewing and offer.
Extending the offer is an invitation to accepting a new role. It is a life changing experience. Some may have a hard time making that leap and will decline the opportunity of a life time. We consider the candidate's concerns item by item in that offer conversation. Explain all details clearly. Where will I sit, what should I wear to work, first week expectation, how to buy in, benefits and salary offering. Explain the benefits, pay cycle, and calculations. It is a celebration. Get excited about the offer. It is a big deal.
Onboarding can be a challenge, with new systems, new contact persons, and clumsy systems. To overcome this, we like to keep the communication channels open with the new hires at least once day or the first week. Encourage stability and stay. We offer help and solutions, and listen to concerns. Attrition starts here. If these areas are not properly address, the candidate will often self-select out and exit.
Ask that new hire join with some one that has prior experiences working with the new company. That joining makes for a great start. Reduce contact as the weeks passes then to only once a week then monthly. That person should be engaged and getting along well. With this approach, we can now ask this person for referrals.
We provide guidance on Job family development/creation, identifying the required skills, knowledge and abilities, and other attributes (KSAO’s) needed to perform each position are identified and written into the job description so applicants are aware of the requirement for the positions they are applying to. Ensuring that Affirmative action and EEO guidelines are addressed in the selection and hiring process.