The job boards have 100 million people. And yet hiring has never been so much work. Each job board and job ad is different. You post and are either flooded or get nothing. You reach out to applicants who appear to be a fit, but no response. You interview and are underwhelmed.
HR job descriptions read like an instruction manual (and we know how many people read the manual). So we take your job description and turn it into a job ad. We put ourselves in the shoes of the job seeker you want, and we ask ourselves what would compel us to apply for your job. When you advertise a job, that is the number one thing to keep in mind, what is the job seeker thinking?
Job boards are expensive, diverse, and complicated. So we have learned how to spend your advertising dollars efficiently. Using economies of scale, we can get your job ad in front of enough applicants on a budget that makes sense.
First things first: qualify leads. Our campaign team is focused on qualifying applicants on DAY 1 and eliminating the rest. We call this IAQ'ing (interested-available-qualified). After all, each open position only needs one person to fill it.
Concierge service. Since most applicants are applying to multiple jobs, we want to get to the interviewable applicants first. We want to engage them and hold their attention so that they interview with you before the 10 other jobs they applied for.
We know how to work the job boards and manage an applicant pipeline. It's what we do every day for hiring companies.
You know someone you want to work alongside when you meet them. Your HR team & hiring managers are trusted to select the next hire.
NLP's Founder, Scott Holsman, has been working to reduce the friction in hiring employees for three decades
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