Step 1: Sourcing Engine

JCSI uses this strategy to find perfect candidates for any job opening at your company. We utilize our experience and work one-on-one with you to develop specific criteria and job descriptions. We will draw from our private database of candidates that has been compiled through employee referrals, email campaigns, posted job descriptions, and cold calling. In addition, we have access to all online job boards to find the most recent candidates to the job market.

Market/Competitor Research – This highly effective service helps JCSI target current and past employees of your competitor's businesses. By performing this service, JCSI is sure to provide candidates with relevant experience and skill sets.

Data Mining – This is how JCSI locates a majority of candidates used fill your job openings. JCSI has developed many different strategies resulting in top-quality applicants. We conduct resume searches on our extensive, private database or use popular web boards such as Monster, Dice, HotJobs, CareerBuilder and BostonWorks. To find highly qualified passive candidates, JCSI use Meta Search Engines such as ZoomInfo and Virtual Communities like LinkedIn. We also search Webrings, eZines, Publications, Discussion Groups, Employee Directories, Newsgroups, Mailing Lists, Alumni's and WebForums.

Cold Calling – Cold calling into competitor companies and other target companies allows JCSI to find candidates with specific and unique experiences.

Email Campaigns – JCSI will send out unique email campaigns for individual searches, designed to specifically generate interest from both passive and active candidates. These emails are usually the first form of contact between JCSI and a prospective applicant. Emails reach out to people that JCSI has sourced on databases and/or private networking.

Managing Job Postings – Posting jobs can successfully yield results. However, time must be spent to ensure that the posting is written in a fashion that generates interest and targets the right audience. Most importantly (and usually left out), a dedicated resource must be allocated to review and screen the responses.

Employee Referrals – Employee referral programs are typically designed around receiving resumes from your current employees. Often, it is more valuable to learn how to coach current employees to provide names of people they have worked with in the past and would like to work with again. These people may not be actively looking and are considered passive candidates that can be contacted confidentially.

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