Step 1:
Planning

Planning ascertains that we have a vision of our clients' future requirements. Our Business Development Directors work closely with their clients to identify project needs, which in turn enables our recruiters to create a candidate pipeline specifically for that project.

Step 2:
Identification

Identification ensures that RCG has a thorough understanding of our clients' needs. During the Identification stage, we review the requirements for new consultants, ensuring our clients are getting the talent they need and expect.

Step 3:
Sourcing

Sourcing identifies the potential resource pool of candidates needed to fill both current and future needs. Our recruiters focus solely on finding quality talent, using a variety of sources including 1) referrals from employees, and candidates, 2) our applicant tracking database of over 200,000 active applicants, 3) social media, 4) internet job boards, 5) networking and 6) cold calling.

Step 4:
Qualification

Mutual qualification ensures that only quality consultants join our company. We screen for knowledge and experience, the best fit for the position, long-term retention potential and other factors. Our representatives talk openly with job applicants to determine their aspirations and expectations and ascertain they can be met. Once we receive a request, the potential candidate is matched to that request by technical skill sets, application experience, salary requirements, availability, and communication skills.

Step 5:
Closing

Closing is the final stage in RCG's recruiting process and completes the hiring process. If we've done the first four steps properly, this step is simple and fast - because, in a competitive job market, speed is critical to securing the best talent available. At that time our Business Development Directors and Consultant Coordinators pick up the ball and manage the consultants throughout their employment with RCG.