Volt Capabilities Overview

89. Hiring sessionsVoltTrack’s proprietary database of over 4 million candidates is also integrated with leading job boards including monster.com and careerbuilder.com

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91. Web development experience within the last year

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97. Interview management

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99. Information portal

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101. Real-time review and approval

102. Timecard notifications

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104. Questions? My Contact Information: Jason Williams Client Solutions Mgr. Boise, ID 208.375.9930 jswilliams@volt.com

Notes de l'éditeur

Ask them questions, kick this off by understanding the client and what their key business needs and initiatives are
No matter how you measure it (technology, size, culture), Volt is a leader in our industry. <perhaps add example explaining the Fortune Magazine criteria>Explain SIA and their role in ranking. We have a corporate membership and access to daily updates. What does this mean to you- We are an industry leader in the acquisition and management of talent, we understand that your business runs on talent.
We are financially stable, and positioned as a leader in our industry and a strong business partner 100 % company owned and operated with over 300+ servicing locations in the US-, much of our competition are franchised We have a strong client presence with Fortune 100 companies. We are proud of our work with 28% of the Fortune 100, and 47% of the Fortune 500 companiesAs a Six Sigma company, we offer the benefit of exceptional delivery capabilities with our service quality and responsiveness.Our organization thrives on innovation. Transition statement- What trends or growth strategies have you seen within your organization?
Volt is a Six Sigma company, which means that we are focused on driving continuous improvement in our client facing processes In Recruitment and Delivery, for example, we will analyze what’s working, and areas of improvement, and we will make recommendations to reduce time-to-hire process (e.g. hiring sessions, on-line candidate testing, etc.). Our approach is consultative. What that means is that we will listen to you, and incorporate the “voice of the customer” into our proposed solutions. Our goal is to be a long-term strategic business partner. We have over 600 employees certified at different Six Sigma levels, including 2 Master Black belts, and 70 Champions at a leadership level, and, we offer Six Sigma sessions to our clients>Speak to Six Sigma strengths from a project perspective. Competitiveness, efficiency, velocity, successTransition Statement- How do you measure success? What initiatives do you have in place to improve processes and decrease costs?
We can bundle or unbundle our services based on your business objectives. Three different components in our service portfolio, Talent Acquisition, Professional Search and Managed Services.Our goal is to take a consultative approach based on our Workforce Architecture experience. Placement #s on-boarded over 140,000 contingent employees in 2008 Difference between Executive Search, Contained Search and Professional Search: Executive Search would be management positions in a company. Any management position. Contingent Search. 25%+ of annual compensation upon placement.Professional Search – can encompass Executive – but also those who earn professional degrees and certifications – (Don’t have to be management.) Accountants, lawyers, doctors, engineers, IT professionals, scientists, sales, etc. Our niche specialties. Contingent Search. 20%+ of annual compensation upon placement.Retained Search – high level – usually directors and above. The retained search recruiter has an exclusive engagement. They will be paid, regardless of placing one of their candidates. They will review internal and external candidates. Typically they are paid 1/3 when taking the assignment, 1/3 on submittals, 1/3 on finalization or placement. % of annual compensation – starting at 30% and above. (Well known firms – Korn Ferry. Heidrich and Struggles.) Transition statement- What information would help you when making future business decisions?What model has worked best for you when acquiring talent?
This slide depicts the breadth and depth of our Workforce Solutions service offerings What areas or positions are most critical to the success of your organization? We also have specific practice areas of specialization within these categories. For example, we have an SAP Practice which focuses on SAP requirements. If appropriate, you can ask, Do you currently have an ERP platform solution? (e.g. SAP, Oracle, PeopleSoft, other?). If so, what is it and what does the current landscape or projects look like?Transition Statement- What skill sets are most difficult to find in your market? What positions are candidates most attracted to in your organization and why ?
The purpose of this slide is to speak to what you heard during your qualification. What’s important to them? Subject matter expertise: Volt’s people provide expertise in specific practice areasPerformance metrics: Discuss fill ratio / interview to hire / SLAsContinuous Improvement: Speak to the fact that we never stop with “good enough”Business Intelligence: Cost analysis: Transition statement- What areas of this solution would be most important to you? What kind of solutions have you implemented?
Our proven recruiting methodology depends on our ability to partner with your hiring managers, saving them time and providing quality of talent every time we deliver. There are a couple of key areas to point out that serve as Volt differentiators When we receive an order, we conduct an order qualify (preferably with the hiring manager), where we gain a detailed understanding of hard and soft skill requirements, or “must haves”, their priority, and other critical information that allows us to conduct a successful recruit (e.g. culture, project, team make up, budget, why should someone be interested in this position?, etc.). Then, when we present a candidate to you, we create a candidate submittal that is basically the recruiters assessment of how the candidate matches up to those requirements. We also include the candidates’ Resume, salary requirements, availability, etc. This proven process has yielded the following results across Volt <add quality metrics such as time to hire, or submittal-to-interview, interview-to-hire, submittal-to-hire, and/or maybe just bottom line number of positions filled…> At the core of this process is our investment in Training:Recruiter methodology training – one-week training with ongoing development programsTechnology training – two day-long sessions on technology and ongoing training through vteonlineMSP support trainingProfessional Placement trainingSix Sigma trainingE-learning module sessions on: co-employment, HR issue resolution, sourcing strategy, knowledge builders, termination/separation training
We use a variety of recruiting sources. When we embark on a search, the Recruiter develops a Recruiting Strategy specific to the position. The strategy includes referrals, re-activates, and best practices in today’s recruiting such as social networking sites, creative internet search strings, and the ongoing building of candidate pools for common or hard-to-find position types. We then systematically work through the Sourcing Strategy, aggressively contacting candidates, until the position is filled.Speak to the fact that “Your skill requirements, location, and hiring manager preferences are the foundation for us to deploy candidate recruiting strategies to locate the right candidate match”Internet recruiting portal: When a recruiter post a job to the IRT they have several different job boards to choose from, Monster, Career Builder and Hot Jobs. You check a box to determine which job boards they want to use. All VTR job postings go to Dice as well, and they get pushed out to many independent job boards. Remind prospects that the current market won’t stay this way, we are prepared for the recovery and can respond due to our deep history as a technical recruiting company. Transition Statement- What social networking sites have been beneficial for you?
One of our recruiting tools, is our award-winning Contextual Search technology feature, which is embedded in Volt’s Resume/Applicant Tracking System. Contextual Search is a significant enhancement to a keyword search. It’s based on artificial intelligence technology that reads and interprets the actual words in the Resume, and as a result understand the contextual relationship between words, thereby providing a more powerful search resultContextual search is more than a word match, it’s people touching people.
We find our candidate through sophisticated marketing materials, specific to their geography, the market, and the voice they want to hear from a recruitment partner.Aspire Candidate Material = Volt Technical & Creative Communication“You Deserve to Have A Job You Love” = Respectful candidate acquisition on Chicago Transit commuter rail“With Change Comes Opportunity” = Speaking to the candidate during difficult economic timesTransition Statement- What would you want a perspective candidate to know about your company? What are you most proud of?
Speak on the timekeeping at more of a functional level. On Electronic timekeeping, give the options, rather than branding as eTime. Speak more to a functional level, become tool agnostic rather than focusing on our products. We have a menu of options, we’ll interface with what you have or show you what is available.
The final step is to align with their needs, and speak to what’s important to their business. “With Change Comes Opportunity” : If the dialogue hasn’t already taken you here, ask them about changes in their business, what opportunities are presenting themselves with these changes.

Volt Capabilities Overview

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