PRESENTED BY: Whitney Heinrichs Director of Talent Acquisition Bridge Personnel Services
Over 30 years ago, Bridge set out to eliminate recruitment frustrations by building comprehensive, consultative, and flexible staffing solutions that all businesses will find valuable --regardless of hiring need or HR department size.
Whether you’re fed up with low talent quality, unresponsive staffing partners, slow talent pipelines, or low employee retention rates, there is a Bridge staffing solution designed to eliminate that pain point from your hiring process and increase your recruiting ROI.
Let’s get started and grow together.
Bridge Personnel Services is a leading recruiting and staffing solutions provider that puts people first. For over 30 years, Bridge has been providing its clients with custom staffing solutions proven to take the headache out of hiring.
Our recruiting experts utilize Bridge’s comprehensive candidate screening process to engage today’s top-performers and, ultimately, bring them onto your team. Whether it’s talent quality, communication, speed, or retention, Bridge’s staffing solutions are unparalleled in increasing recruitment ROI and delivering long-term, successful hires.
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78% of Bridge candidates submitted to a client receive interview requests
82% of Bridge candidates interviewed receive employment offers
When it comes to staffing, Bridge Personnel Services is the clear leader.
Our experienced team is located remotely, which only benefits our clients and candidates. Year after year we’ve been growing and expanding across the United States. We have clients and access to candidates everywhere.
We are committed to partnership. We know the foundation of a successful long-term relationship is built on continuously making successful long-term connections between candidate and employer; we are committed to that process.
We are passionate about what we do...and it shows! Client and candidates alike continuously praise our team of recruiting experts for their ability to find the smallest needles in the largest stacks of hay.
We care about career opportunities. Any staffing agency can find you a job. Our goal is to connect candidates with professional opportunities that match their unique skills, needs, and bring them one step closer to their long-term professional goals.
We are proactive. Great talent/opportunities aren’t discovered; they’re actively found by great recruiters. We understand that in today’s market, you literally can’t afford to take a passive approach to employment.
We are adaptable. Your goals will change over time. That’s why our staffing strategies were built with the future in mind, and are designed to grow with you and your ever-changing goals.
Your employees are the lifeblood of your business. When you are looking for talent for your organization, the ability to find the right talent the first time can make or break the success of your growing team.
Bridge RPO TA integration makes the success of your business our business. We understand the importance of having knowledgeable, experienced recruiters who know the local culture on Day 1.
Benefits of Bridge RPO Solutions:
• Expert TAs with industry/position-specific recruiting experience
• Deeper engagement with the talent pool
• Increased candidate quality
• Increased brand reach and engagement
• Recruitment strategy performance feedback
Bridge RPO Solutions Provide:
• Top-down recruitment strategy management
• Consultative recruiting approach and cohesive partnership
• Reduced cost per hire
• Faster time to hire
Filling your current openings is only a fraction of what Bridge RPO solutions are about. Part of a successful recruitment strategy is proactive sourcing, forecasting, and improving your overall candidate quality.
Bridge’s flexible RPO Solutions are designed to grow with our clients. When you partner with Bridge, the RPO solution delivered will be specifically built to help you achieve your short-term and long-term hiring goals. Below are the two RPO program models we believe will best allow your company to achieve its goals. These will be further customized as project direction and strategies are finalized.
Hybrid Bridge’s talent acquisition manager will partner with and work alongside your comapny’s management and HR team to ensure your talent acquisition initiatives are successful.
Your Bridge TA will partner with your company’s hiring managers to manage the assigned open positions and oversee the recruiting process. From there, your Bridge TA will handoff additional HR responsibilities to the HR team.
On Demand This flexible RPO model allows for staffing support on your schedule. This RPO model is the preferred solution for businesses with variable hiring demands and/or short-term staffing needs.
Your on-demand TA manager will manage the same recruiting responsibilities as in a Hybrid RPO model, but on an as-needed basis.
• Update their social media profiles to reflect they are employees of your company.
• Adopt contact information to reflect they are a member of your company.
• Have access to and be responsible for managing all candidate information.
• Collaborate with hiring managers and other internal staff regarding staffing strategies.
• Be fully responsible for managing the recruiting process from beginning to end.
• Create and maintain desired reports necessary to track the ongoing progress of current recruitment efforts.
At Bridge, we are passionate about what we do and it shows. Our recruiters are experienced in filling positions of all experience levels, and our clients continuously praise our team for their ability to find the smallest needles in the largest stacks of hay.
When you adopt a Bridge RPO program model, your RPO talent acquisition manager will act as an arm of your organization’s HR team. Often, this integration is so seamless, and our TA’s understanding of your company’s culture is so strong, your team’s own employees won’t know that your TA manager is from Bridge.
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Your Bridge talent acquisition manager will review projected positions and targeted start dates with executives and hiring managers. They then will conduct a comprehensive pay analysis based on competitor research and current candidate market trends.
Create a recruiting calendar of all forecasted positions, ensuring top talent is delivered in a timeframe that allows targeted start dates to be met.
Meet with the company’s HR team to discuss the company culture and benefits packages. Review competitive data analysis for open positions. Establish company’s most meaningful key differentiators to top talent and create consistent brand messaging across all communication channels.
Bridge’s talent acquisition team has years of experience working on positions in various markets nationwide. During RPO implementation, our team will research demographic and geographic data, local culture, competitors, educational institutions, public attitudes towards your organization, and more. We want to know what it is like to live there. This way, when we are recruiting for positions, we know which sourcing strategies will most effectively attract talent and quickly build public trust. •
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I cannot say enough about their professionalism and the quality of candidates they send to us. It is very clear Bridge does their research to get to know who we are and what we look for in candidates.
At Bridge, we do not wait for great talent to find us; we go out and find it! Our talent acquisition managers are extremely active on job boards and social media. Not only is our TA team constantly sourcing and vetting new talent, our focus on continuous improvement means they are sourcing and vetting new channels to find top-performers, too.
Our marketing plays a pivotal role in our sourcing. Utilizing live events, social media, and job boards are a priority when marketing your open roles.
Job Boards: We partner with multiple job boards including Zip Recruiter, Indeed, and Simply Hired to post and source candidates.
Local Tools: Bridge uses local or “grassroots” tools within our sourcing strategy. Our talent acquisition managers will partner with local schools, organizations (including rotaries, VFW, etc.), newspapers, message boards at restaurants, libraries, and churches, to engage the local community in a warmer, more personalized capacity.
LinkedIn: For mid-to-upper-level positions, we utilize LinkedIn to identify passive candidates. Our research suggests that LinkedIn is the best tool to use for finding and engaging talent you
would not see on a traditional job board. Bridge talent acquisition managers also utilize LinkedIn Recruiter profiles to search for and network with top-performers, and, ultimately, connect with them about the positions their experience matches.
Pipelining: Not only will your talent acquisition managers recruit for current hiring needs, they will also recruit for future positions and “pipeline” qualified candidates. This way, when a position opens in the future, you will already have talent ready and waiting to start interviewing.
Bridge’s experience managing high-volume projects, along with our highly-experienced talent acquisition managers, will ensure your hiring initiatives run seamlessly.
By partnering with Bridge Personnel Services, you can trust your project is managed by the industry’s best recruiters and feel confident the exceptional customer experience provided by Bridge is also providing you with today’s best talent.
Hybrid: Management is a monthly fee that is finalized after project review, Volume rebate is available based on volume
On Demand: Management is a monthly fee finalized upon project review, Additional HR Responsibilities are a fixed monthly fee, and Volume Rebate is available based on volume
Before your hiring managers review candidate resumes, your talent acquisition team will have already pared down the candidate list through an in-depth interview process that takes a deep-dive into their abilities, knowledge, experience, and overall cultural fit. Testing will be sent to individuals, as needed, to assess their abilities and likelihood of success in the position.
Candidates' resumes will be presented to the hiring manager for their review. Along with their resumes, professional summaries that highlight key points of individual candidates are presented by the talent acquisition manager. This summary will include location, pay requirements (if requested), years of experience, professional achievements, and other areas of interest.
Our talent acquisition managers are proficient in a variety of ATS systems: While they are diligently working on filling your open positions, they will utilize your ATS system to document their conversations with talent as well as their progress throughout the candidate journey. This up-to-date management allows for transparency within the staffing process. From candidate quality to high-level traction, you’ll be able to see the benefits Bridge’s TA team brings to your company in real-time. Furthermore, leveraging your current ATS system means that you will retain ownership of any sourced candidates. Additionally, candidate data will be organized in the way that works best for your HR team.
This way, when your RPO needs come to a close, the pipelined candidates will be accessible so you can pick up the conversation right where Bridge left off.
Your comapny’s talent acquisition manager will submit a weekly status report on position openings currently in progress along with an overview of top performers moving through the pipeline.
This report will also include relevant feedback from professionals regarding their experiences throughout the candidate journey. If your talent acquisition manager notices a trend (feedback on interview experiences, views of your company , compensation, competitor comparisons, etc.), we will present this information in our reports, should it occur.
