Purple Ink’s VP of Talent Services, Peggy Hogan, explains what makes our recruiting services stand out.

Video Transcript:

This transcript was created using an automated transcription service and may contain errors.

00:04

One of the things that we like to do is really partner with our clients and really understand their business, and we know that getting the people part of your business is critical to achieving your goals. So, again, we don’t get paid just because you’ve hired our candidate. We’re working with you to get the best candidate.

00:24

We also really care about the candidate experience. We are representing your company, so we’re going to be trying to make that a very positive experience for the candidate. I also manage our career transition services, and I work with a lot of people who are in a job search themselves, and I hear their stories of feeling like their resumes went into black holes. So we do, you know, really, really try hard to make sure that candidates get good communication upfront, whether they’re the candidate that’s going to move on to the next phase, or whether maybe they’re not the right fit for this organization. And we also share best practices with our clients to so that they can provide that same great candidate experience. If we see something on their website that we think might be a detriment to their ability to recruit, you know, maybe you can’t find a careers page, or maybe the application is super long, and we know that these are things that turn great candidates away. We will mention that to our client to help them be successful.

01:32

We’re also… we’re fast and we’re very cost effective. We don’t spend your money and our time doing fancy write ups necessarily on every candidate. We try to do what we would want done if we were hiring a consultant for recruiting. Although I’m happy to write a fancy write up if someone would like that, by the way. But we spend our time sourcing, doing targeted searches, and really quickly getting candidates in for interviews. In most cases, I would say we have candidates to our clients within two to three weeks, and they can actively be interviewing, and that’s really important in a market that’s tight like this where it’s easy to lose candidates. So every day we are working on your job. It’s kind of like getting that house fixed, where for five days the house was empty and nobody shows up because the electrician can’t get in because, you know, the drywall isn’t done or whatever. We’re going to work on your job every single day until it’s done.