TOTAL RECRUITMENT SOLUTIONS

A comprehensive alternative to traditional recruiting methods and impersonal headhunting firms.

Let us objectively evaluate your needs, attract high performance people and create the strongest fit between the two.

JAGPAR' recruitment business has grown both locally and nationally over the years through word-of-mouth and our proven track record of successful placements.

§   When Can Our Solutions Help?

§   Why JAGPAR for Recruiting Solutions?

§   Why Switch to JAGPAR?

§   How Do We Recruit High Performance People?

When Can Our Solutions Help?

§   Turn to JAGPAR if you lack the time, resources and expertise to recruit for your own company.

§   Eliminate your dependency on impersonal headhunting services that don't understand high-performance people and your high-performance needs.

§   See a list of the positions that JAGPAR has recruited for in the past.

Why Use JAGPAR for Recruiting Solutions?

§   Why Switch to JAGPAR: Our several satisfied client's are testament to our success and our best recruitment services.

§   Reduce the unnecessary expenses and frustration of recruitment by employing our streamlined recruitment service.

§   Demand and receive only the strongest candidates whose behavioral and personality traits fit with your organizational culture.

§   Focus on hiring from a small and select pool of candidates. Ignore the majority of applicants who drain time, effort and resources.

§   Eliminate turnover.

How Do We Recruit High Performance People?

1.     Write ads. JAGPAR writes the recruitment ad and the ad is published in the agreed-upon papers or trade journals. The ads that we write are not ordinary ads. They are designed to trigger an positive reaction in high-performance candidates that excites them to respond. You approve the final draft of the ad. JAGPAR's creative team with the support of leading advertising firm do all of the graphics for our ads. This service does not add any additional cost to the ad campaign. With their help, the ads are sharp, crisp, attractive, and eye-catching.

2.     Receive and screen resumes and handle telephone inquiries. The ad will indicate that all candidates should respond directly to us. The ad is placed under our identity and the hiring firm is may/or may not be mentioned. JAGPAR receives, reviews, and pre-screens all resumes. We will immediately pursue the candidates we're interested in. We will respond to all phone calls and e-mails.

3.     Phone interviews. We conduct telephone interviews with all candidates that we're interested in. Candidates with cover letters, resumes, track records of success, and who respond to the question we ask in the ad, are interviewed over the phone. These interviews usually include 25% to 50% of the respondents.

4.     Candidate screening AND personality assessment: If we hear what we need to hear in the telephone interview (i.e. substantial experience, interest, strength of personality, skill, energy, etc.) and we perceive a strong candidate and potential match, we either assess the candidate through the mail or invite the candidate into our offices to be assessed. See our Assessment methodology for a detailed description.

5.     Second interview with JAGPAR: This is optional;, Once the assessment results are analyzed, the candidates showing the greatest probability of success can be called by us for an extensive personal interview (if the candidate is local). If the candidate is not local, the second interview is conducted over the telephone. Issues of personality and behavior are discussed and explored, as well as fit with the culture and potential reporting relationship.

6.     Interview with your firm: Candidates who interview well in the second interview, and who we perceive to be a good match with the role, function, reporting relationship, and culture, are presented for interviews with your company. We will help and direct you through the final interviewing stages. As you interview, you will have the full benefits of our suggestions and recommendations. Only high performance candidates with a high probability of success will be presented.

7.     Final candidate and transitional integration. After you go through the interviewing process and before an offer is made, we encourage  a feedback session with candidates. This step is extremely effective in defining the expectations before actual employment begins. It helps the candidate understand what they need to manage and also shows the manager how to manage the candidate. The bonding process begins and the candidate hits the ground running. This process culminates a very thorough recruiting effort and takes most of the risk out of the hiring decision.