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THE TITANS 5-STEP PLAN
Do you want to know what this 5-step plan looks like?
Then read on quickly
1. THE FOUNDATION - THE GROUNDWORK
2. CONTACT - THE RECRUITMENT WORK
3. FACE TO FACE MEETING - RECRUITMENT WORK
1. The foundation - the groundwork
We like to spend a lot of time keeping track of the interests and skills of our contacts and building a high-quality network of people. An initial orientation is not always straightforward but is necessary, as this lays the foundation for good contact in the future and thus good collaboration. Our mission is to contact the right person for the right position or assignment and to offer only relevant opportunities to the people in our network.
2. Contact - the recruitment work
If it comes to a personal contact, we have already achieved part of our goal. Facilitating these contact moments is time-consuming and can sometimes be challenging - everyone is busy and often contacted for all sorts of things by phone - yet we are happy to clarify why this contact, with TiTANS, is worth the effort.
Initially, we like to listen to what the person in question has to say: what are they currently working on, where is their focus, what drives them. Then we review the open and designated positions in an empathetic, constructive, but critical manner. Does this position actually align well with the interests, skills, and expectations of the person on the other end of the line?
If this is not the case, we like to address the specific reason for this and gladly offer our contact other opportunities. However, if we do not currently have the right position or assignment in our portfolio, we briefly discuss the interests, experience, and expectations regarding the provision of relevant opportunities in the future.
If this is the case, we will – depending on our contact's availability – take the next step and schedule an in-house or video conference interview.
3. Face to Face meeting - the recruitment work
Proportionally, this is just a small, but nonetheless important, part of our work. Can the initial interest develop into a sustainable relationship? We take the time to thoroughly review the candidate's profile and discuss the offered position and the client. Together, we assess whether a first conversation between the candidate and the client could be interesting for both parties. If we are convinced of this, we inform the client about the candidate using a professional CV – focused on the relevant experience and strengths of our candidate – along with verbal explanation.
4. Client feedback - achieving the goal
Of course, we expect positive feedback from the client. This positive feedback usually results in a conversation at our client's location (or via video conference). To avoid misunderstandings and shorten the turnaround time, we closely monitor this process. Scheduling appointments and following up on any next steps are also part of our responsibilities. Both parties can reach out to us at any time with questions regarding the status of the ongoing process.
If the client does not wish to schedule a conversation, we inquire about the reason for this. This feedback helps our candidate prepare for a potential next interview and frames the client's decision. After all, a lot of time and valuable energy has already been invested by all parties in the previous steps.
5. The start of a new challenge - the satisfaction
Nothing makes us happier than a satisfied client and a satisfied candidate. Finding a new professional challenge for the right candidate with the right client at the right time is the biggest challenge. We do this in our own way. The TiTANS way.
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