Hub and Spoke Methodology
Our Model
The 'hub and spoke' sourcing is a model for finding a better class of candidates which in the long run may lead to the demise of the job boards and which helps us achieve our primary market niche.
The Talent Pool
Only 20% of candidates in a given talent pool are actively looking at any one time. This means that 80% of most candidates are not looking. Of this eighty percent 10-15% are the high performers who outperform their less-competent counterparts by at least two to five times. Our sourcing model enables us to find quality candidates who are not actively looking.
Our Candidates
We consider the names of our candidates not as prospects but as hubs in a network with dozens or hundreds of spokes of other possible contacts which usually are dead-on hits for your job. These candidates have the business acumen or cultural tenacity you require, and they trust us and will agree to consider your job opportunity up to 90% of the time. This means we provide better candidates, enable successful placements and fill positions quicker.
The Difference
Aggressive candidate recruiting and networking allows us to be more productive. Since 80% of the market is not looking, getting to these people first is the difference in being a good recruiter and a great one. It also represents the difference between CareerFactor and the rest of the pack.