Internal staffing teams overwhelmed with placement demands need an outside partner to help plan and execute. In addition to recruitment services, Benton+Bradford assists with managing Recruitment Process Outsourcing (RPO) firms. We understand how to seek and hire the right firm to manage your day-to-day tactics and ensure success.
B+B’s mastery of the art and science of search leads to superior hiring decisions. For executive search, we combine our knowledge of your business and the requirements of the role with a behaviorally-based framework to match the right experience and competencies for your organization.
We leverage our network, referral sources and proprietary methods to build a target candidate list.
Our relationship-based approach gains prospective candidates’ trust and generates interest in your opportunity
Assessment of prospective candidates: Through our executive search assessments, organizations are more likely to find candidates that they not only would retain but ultimately promote.
Comparative assessment: We evaluate candidate assessments against statistically validated indicators of success, which are customized to reflect the specific culture and position requirements.
An automotive client engaged B+B to assist with the integration of a Recruitment Process Outsourcing solution across 58 U.S. locations.
Our collaborative efforts produced a higher volume of credible candidates for desired roles than our partner recruited in the previous year.
A financial services company engaged the firm to assist with the recruitment of corporate banking professionals in 7 major U.S. cities.
All offers made were accepted by the preferred candidates. In their new roles, these candidates produced business for the bank ahead of revenue forecasts.
A major entertainment attraction client required candidates for the top communications job — Vice President of Public Relations. Filling the position was critical for the company as this person was central to upcoming product launches and international branding efforts. The client made a specific request for a diverse slate of candidates as the leadership team needed to be more representative of their workforce. Additionally, the company wanted to be better positioned to penetrate diverse markets.
The challenge was that the communications field is nearly 90 percent non-minority professionals (according to the U.S. Labor Bureau). The client had worked with other firms but was unable to find quality candidates suitable for this executive-level role.
The strategic search resulted in our team finding highly-qualified, diverse candidates through non-traditional sources that we presented to the client. Feedback from both the candidate hired and the client demonstrated that they both considered the placement highly successful.