Expert Recruitment Services

Keller's Recruitment Services

For many organizations, the act of locating qualified professionals, interviewing them, and performing reference checks puts strain on their human resources departments. In-house hiring also carries more risk since there is no safety net to fall back on if the wrong candidate is chosen, whereas partnering with a reputable recruiting firm usually mitigates it to some extent. This is where Keller comes in.

At our core, we assist businesses in finding the best talent for their open roles. However, we also go beyond simply forwarding resumes. We offer a comprehensive suite of services aimed at streamlining the hiring process, improving the quality of hires, and ensuring optimal results for both employers and candidates.

Below is a breakdown of some of Keller’s key functions:

1. Researching the Client’s Firm

Before commencing any search, we prioritize learning as much as we can about the hiring company’s needs. This includes developing a thorough understanding of not only the job description and specifications, but also the company’s culture, values, and long-term goals. This gives us a clear picture of what to look for in prospects, ensuring we land on the right talent for the role.

2. Locating Qualified Professionals

Once we know what the client is seeking in a candidate, we can begin surveying the market for available talent. To do this, we utilize our vast global network and connections at NPAworldwide to source candidate information from industry professionals. We do not only focus on candidates who are actively hunting for a new job but extend our search to passive candidates—those who are already employed but may be open to the right opportunity. This broadens the pool of viable talent, ensuring we leave no stone unturned.

3. Screening and Shortlisting

Screening applications is one of the most time-consuming aspects of recruiting. One job posting can draw hundreds of applicants, and sifting through resumes, cover letters, and portfolios can be daunting. Keller helps streamline this process by conducting initial screenings and shortlisting only the top candidates.

We also go beyond simply evaluating qualifications on paper. We conduct interviews, perform reference checks, and generally ensure that prospects have the required skills and experience to thrive in the role. This spares companies a great deal of time and sees to it that only the best talent progresses to the final round of interviews.

4. Talent Matching

Keller’s mission is to not just fill a vacancy but to ensure the candidate we recommend is the ideal match for the employer. To do this, we consider factors such as personality, cultural alignment, and career goals.

Our consultants are also trained in recognizing transferable skills. In other words, instead of solely focusing on the most obvious choices for a role, we consider candidates with adjacent skills from different industries and backgrounds.

5. Scheduling Interviews and Negotiating

When a candidate has been chosen, Keller acts as an intermediary between them and the employer. This involves scheduling interviews, providing feedback, and handling negotiations around compensation and benefits, helping set the tone for a positive working relationship.

6. Onboarding and Retention Support

At Keller, we continue to support the hiring company even after they have chosen a candidate to join their team. We do this to ensure the hire transitions smoothly into their new role and that both parties are satisfied.

As one of the world’s leading executive recruitment firms, Keller realizes that our reputation hinges on making long-term successful placements. As a result, we offer a guarantee period for each of our candidates, promising to find a suitable replacement at no additional cost should a placement go wrong within the first 90 days of hiring.

Discover how to maximize your organization’s potential, improve employee retention rates, and more by reading Keller’s Insights below.

How Keller Identifies Exceptional Talent

Keller’s executive search and recruitment strategy includes every aspect involved in acquiring new employees and executives for your leadership team. Our firm is also widely recognized for our customizable talent solutions that accommodate employers’ individual needs.

Whenever we accept a new assignment, we investigate the nuances specific to that locality or region to understand the factors that could impact the type of candidate the employer wants to add to their team. This ensures that we not only source the most qualified, relevant applicants but also ones with a mindset that aligns perfectly with the employer’s business goals and culture.

Here is a summary of the steps Keller takes when recruiting:

Step 1: Initial Meeting

We commence every engagement with discussions between our consultants, the client, and their business leaders to determine what they need. We also develop a job description and specifications for the position we are recruiting for. The job description refers to the everyday tasks and responsibilities the candidate needs to perform, while the specifications describe the specialized skills, qualifications, and experience required to do the work effectively.

Additionally, we establish whether the position is permanent or temporary, on-site or remote, and where it ranks in the client’s organization. Combined, these factors provide our recruiters with a blueprint of what to look for in prospects, ensuring their alignment with business goals.

Step 2: Launching the Search

During this step, our recruiters begin mapping the market for professionals who align with the company’s requirements. To do this, we leverage our extensive candidate database and the global connections we have gained through our NPAworldwide membership to pinpoint the ideal talent. This means reaching out to passive candidates who are already employed but may be looking for their next opportunity. We may also review applications that are submitted in response to our job posting.

Step 3: Assessing Potential Hires

Once we have established a pool of suitable talent, we begin to zero in on individual candidates through our extensive evaluation procedure. This involves reviewing resumes and cover letters to distinguish between unqualified candidates and those who suit our client’s needs. To accelerate the process, we utilize applicant tracking system (ATS) software to filter applications according to desired characteristics and keywords.

We also investigate every candidate’s academic qualifications, career history, and professional achievements to ascertain who could be the best match. In addition, we ask candidates to complete psychometric and skills tests to determine their competency, character values, and work ethic.

Step 4: Facilitating Interviews, Background, and Reference Checks

After compiling a shortlist of the most qualified talents, we contact each one to affirm their interest in the position, determine their availability, and arrange interviews with them. The interviewing phase allows us to learn more about each prospect’s background, skill set, and career goals. We also ask questions to gauge if they would be the right fit for the client’s company culture.

Several interview rounds between candidates, our recruiters, and the client’s hiring team may be completed before a final decision is made. Once the client has selected a candidate, we conduct detailed background and reference checks to confirm that the chosen candidate is who they claim to be on their resume. This confirms their compatibility with the hiring company’s expectations and standards.

Step 5: Onboarding New Employees

Following the interview phase, Keller will extend an offer to the chosen candidate on the client’s behalf. If the candidate agrees to join the company, we support them and the client through the onboarding process to ensure they integrate successfully into their new job.

However, our role does not end with onboarding. On the contrary, our recruiters remain available throughout the new hire’s probation period to offer guidance and advice, and straighten out any concerns that may arise.

Why Keller Offers Tailored Recruitment Services

When Keller was still a young company, we utilized a standardized approach to search and recruitment that did not heed the challenges specific to each client firm. Although it sufficed for generic roles, we quickly realized its ineffectiveness for searches at the C-suite and executive level.

We learned this during a search for a prominent client who had asked us for assistance in discovering someone suitable for a high-profile vacancy. We conducted the search using our usual method, believing it would yield results.

While we were successful to some extent in identifying a professional with the right expertise, we came up short finding someone who aligned with the client’s organizational culture. The placement ultimately ended in failure as a result, though it taught us a valuable lesson about the benefits of a customer-oriented approach.

This was the push we needed to transform our cookie-cutter approach into one that considered our client’s individual needs. Offering personalized talent solutions is now one of the core tenets of our operations and is the reason the Keller brand is strongly associated with reliable, superior-quality recruitment.

Reasons to Make Keller your Recruitment Company of Choice

Securing the best talent for your business can make all the difference in staying ahead of the competition. No one understands this better than Keller, which is why partnering with us can be a good option for your firm. Hiring us also offers other benefits, such as:

1. Time and Cost Savings

The search for new personnel can be lengthy. Keller can significantly reduce the time-to-hire by handling the bulk of the recruitment process, simultaneously freeing up your internal HR department or management team to focus on core business activities.

Additionally, the cost of hiring the wrong candidate can be substantial. Keller can help mitigate this risk by ensuring you hire the right talent from the start.

2. Access to Active and Passive Job Seekers

Keller has access to a vast network of both active and passive job seekers. We are also often able to reach candidates who do not respond to traditional outreach methods. This broadens the pool of available talent, ensuring you get access to all the most viable candidates, even those not actively seeking new jobs.

3. Specialized Knowledge and Market Insights

Keller’s consultants have a wealth of industry-specific expertise and a deep understanding of job market trends, salary benchmarks, and best practices, which your firm can benefit from. We also specialize in a variety of functions and sectors, such as finance, healthcare, and tech, among others.

Keller's Guarantee

As a premier executive search and recruitment firm, Keller is committed to providing a reliable, professional service rooted in honesty and respect for our client firms. To us, recruitment is not about filling vacancies; it’s about connecting employers with high-quality candidates who will thrive in their roles and make a positive impact on the workplace culture.

We are also dedicated to protecting our client’s privacy and security. Consequently, we adhere to strict NDAs to ensure searches remain confidential. We also won’t sell your information to third parties in exchange for compensation.

Another of our firm’s priorities is promoting diverse hiring practices. We believe there is a great deal of value in employing people from a wide range of backgrounds and, therefore, aim to rid our hiring process of unconscious bias. This means we only evaluate prospects based on their professional credentials, personality traits, and work style, as opposed to demographic factors.

Given our strong reputation for providing superior-quality executive search and recruitment services, we do everything we can to ensure both the employer and the candidate are satisfied at the end of a placement. However, we acknowledge that circumstances can change, so we will offer to replace any recommended professional who fails to meet targets or resigns within the first 90 days of employment. We provide this service free of charge under the condition that the client informs us of the placement issue before the end of the aforementioned timeframe.

Finally, we appreciate all forms of customer feedback, including comments, inquiries, and critiques. We use these reviews to evaluate our performance and ensure we continue to offer relevant and up-to-date services in today’s constantly evolving business landscape.

Make an appointment with us today and let us assist you in your recruitment journey.