•  "Traditional" Retained Search Model
•  "SWAT Team" Model
•  "Recruitment Process Outsourcing" Model

In all models mentioned here, we configure our resources and price our engagements specifically against each client's business need. We utilize the latest search technology and operate as an extension of, and partner to, our client's Human Resources function. We reach the hidden marketplace quickly and tell each client's story in a focused and compelling manner to identify and recruit the extraordinary talent our clients require.

Our retained search model is built around customizing individual search assignments to our client's specific requirements. InSearch Worldwide Corporation was built on the foundation of this model and we continue to maintain a prestigious array of clients who are serviced in this fashion. Searches of this nature are generally undertaken when a client has a need for either a senior level executive or an individual with qualifications that are difficult to identify in the marketplace. These searches require dedicated recruitment resources and laser-focused market targeting.

InSearch requires that our clients be active participants in filling their open position requisitions and allow us the necessary access to key process decision makers in order to ensure successful results. It is especially important and necessary that the lead InSearch engagement member(s) meet the client decision-makers at the beginning of the search process. This provides us with a thorough understanding of the position requirements and corporate culture in which the selected individual(s) will be working.

InSearch deploys a dedicated team of search professionals who "attack" the marketplace on behalf of the client with the focused intent to generate superior candidates. Once each potential candidate has been thoroughly interviewed and screened by our engagement staff, InSearch then presents appropriate candidate credentials in the form of a clear and concise written document. We pride ourselves on our ability to consistently produce "A" list candidates in very short periods of time. On many occasions, InSearch has been called upon to complete searches where larger, better-known search organizations have failed. We have a nearly perfect record in filling searches undertaken - a record that far exceeds industry standards for completion rate and time-to-fill metrics.

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Our "SWAT Team" model was created in response to our client's desire for a dedicated solution to unique and/or peak period hiring demands. A client may recognize the need for our "SWAT Team" model when faced with a facility relocation, or possibly the need to quickly grow a sales force as a result of a new product launch, or any other short-term (and short lead-time awareness) spike in hiring.

Under this model, InSearch mobilizes a team, or teams (as the case may be) of dedicated InSearch staff members, and rapidly deploys them to wherever the client designates. Depending upon each particular client situation, InSearch will establish remote staffing centers either on-site with the client (when space is available) in temporary staffing "bunkers," or within existing InSearch office(s) when proximity to the client is not deemed critical to the success of the engagement.

"SWAT Team" engagements typically have a duration of thirty (30) to one-hundred (100) days and range in size from ten (10) to one hundred (100) open positions. We work closely with the client to establish special processes, procedures, assessment criteria and tools in order to ensure the successful and timely completion of each project.

Our clients find the "SWAT Team" model extremely effective, efficient, precise, and results-oriented. The InSearch team replaces the need for contract recruiters, the temporary reassignment of internal staff and the need to manage and control multiple recruiting resources. The "SWAT Team" model provides an efficient and cost effective one-stop solution to satisfy peak period hiring demands.

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InSearch’s "Recruitment Process Outsourcing" model is a long-term, more fully integrated staffing solution. It began in 1992 as a partnership with a well-known financial organization facing the relocation of their headquarters while experiencing tremendous growth. What started as a one-year assignment, evolved into a lasting partnership that continues today. InSearch has utilized its unique "Onsite" model to support the staffing needs of a variety of firms, from large financial institutions, to rapid growth "dot coms", to start-up healthcare companies.

Our "RPO" model answers many of the questions facing sophisticated human resources departments today. It is a variable expense model that allows for the expansion and contraction of the staffing organization in direct response to changing hiring demands. The "Onsite" model offers all of the advantages of a corporate recruiting function such as: dedicated recruiters, support for all position levels from non-exempt to "C" level, screening and processing of employee referrals, EEO data collection/reporting and personal involvement in each and every hire. In addition, the "Onsite" model provides a client with an on-premise, fully functional search firm with complete access to InSearch’s vast database and network in order to find, attract and bring "A" list talent to the organization at every level, in every discipline.

Some of the significant advantages our clients have experienced are: improved quality of candidates hired, reduced time-to-fill, improved interview-to-hire ratios, improved cost-per-hire and significant improvement in line management satisfaction. We are very metrics-driven, and as such, we capture performance data and measure ourselves first against a client's results "pre-InSearch” and then on the basis of continuous improvement.

Each "Onsite" engagement is supported by a team of InSearch employees under the direct supervision of one of our seven Senior Vice Presidents. A typical InSearch team would consist of a Team Leader who is responsible for the quality of all day-to-day activity. Our Team Leader is supported by Account Vice Presidents who work directly with the client hiring managers on a daily basis to: establish selection criteria, interview and screen all candidates and expedite the hiring process through to its completion. The AVP's are also involved in the actual internal and external sourcing and recruiting of qualified candidates. Additionally, the team would also be comprised of a variable number of staff Recruiters who would assist the AVP's and Team Leader in the original sourcing and pre-screening of candidates. Each team usually has at least one InSearch Recruiting Coordinator, who is responsible for clerical duties such as: the preparation of offer letters, the collection and reporting of EEO data, coordination of pre-employment testing (drug screening), and all data entry required to support a client's HRIS system. The size and make-up of an "Onsite" team will vary depending on client demand and hiring volume, but is always sized to ensure that client expectations are exceeded.

Pricing for each engagement is determined by the level of client commitment and the scope and complexity of the desired work. It is not tied to the number of InSearch staff involved unless specifically requested by the client.

The keys to the effectiveness of the "RPO" model are flexibility, dedication, mutually established goals and objectives, quality, cost effectiveness and a sense of urgency to get the job done right.

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