About

Bob Corlett

Bob Corlett

Maybe you came here to learn who this blog is for:

This blog is for hiring managers and HR executives in small to midsize organizations. It’s not about what Fortune 500 companies can afford to do; it’s about what works in smaller organizations.

You’ll see posts on the whole spectrum of staffing from recruiting to performance management to retention–anything and everything that helps you get better business results.

Maybe you came here to check out my credentials: 

Maybe you came here to learn my story:

I’ve worked in staffing and executive search for over 20 years. In early 2002, I started Staffing Advisors, a retained search firm (with a twist) in metropolitan Washington DC. We’re built to serve the needs of small to midsize businesses, associations and nonprofits. We primarily staff mid-range positions at salaries from $60k – 200k.

So what’s the twist? We genuinely care about the results you want to achieve by hiring someone. We don’t ask ”Was the candidate good enough to get hired and remain employed for a year?” No, we’re aiming a bit higher. We ask you “During their first three years on the job, did the candidate deliver all the business outcomes you wanted?” This long-term focus forces us to challenge the conventional wisdom about what an executive search firm should do for their clients. That twist gives us a bit to write about in this blog.

In reading the blog, you’ll see our passion for business results in how we take the search specifications, how we screen candidates, how we manage the search process, and how we follow-up on every detail. Like I said, we believe in holding recruiting accountable for long-term results–it’s one reason we have an outrageously long guarantee.

OK, so that was the twist, but here is the really surprising part:  we’re about half the cost of a traditional search firm, and much faster. It will probably cost you less to use our process than to hire on your own, and it will certainly be faster.  (Although some of our services are less expensive, our typical search fee is around 15% of annual salary for most jobs – about half of what old-school search firms charge).

As you can see from our current search list, we don’t limit ourselves to one kind of search, or just the easy stuff. We handle searches at every level and in every functional area–from the front desk to the C-suite.

So how can The Results-Based Hiring Process® consistently get better results and still be less expensive than the alternatives?

Because, in the search business, efficiency comes from being both faster and more predictable.

So instead of doing things the conventional way, we developed a unique approach to staffing–The Results-Based Hiring Process®. Over hundreds of searches, we’ve continued to refine our process so that our typical search now completes in just 5 weeks. But for us, faster does not imply skipping steps, we actually have over 40 different steps in our process–we just do many of them at the same time. (And as you might expect, this ongoing quest for efficiency and predictability provides an endless stream of ideas for blog posts).

There is no mystery here. Hiring is no different from any other project–better specifications, better process and tighter project management always saves you time and money. We just figured out how to bring those efficiencies to small and mid-size employers.

I hope the blog is useful to you.

Contact me to learn more.

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