Candidate Sourcing
Our candidate sourcing engine consider time zones, language differences, even cultural interests and continually learns and captures valuable data to find the most ideal candidate for your organisation.
Elite Talent
E-REC is a premium service offering very advanced engines to source you the most ideal candidate from hundreds if not thousands of applicants to give you the crème de la crème of elite talent pool.
Talent Mapping Process
Our platform is connected to talent sourcing networks specifically created to scour the globe for the ideal talent, which translates to organisations benefiting to rapidly back fill, resource a project, low or high volume, including C-Suite executive talent.
A job enters into the E-REC requisition engine. This requisition includes information about the position, such as the job title, desired skills, and required experience along with a host of other criteria.
Then the E-REC platform uses this information to create a profile for the ideal candidate.
As applicants submit their resumes, E-REC parses, sorts, and ranks them based on how well they match the profile. E-REC Assessments engine engage the applicant to undergo a skills and experience multiple choice survey, quiz or examination, based on the requirements of the hiring manager.
E-REC then advises the hiring manager of the most suitable candidates based on many factors and quickly identify by highlighting the most qualified candidates and move them forward in the hiring process.
The contingency model
This is by far the most common business model for recruitment agencies and likely the one you’re used to if you’ve worked in the industry before. Candidates are placed for a success-only fee, which is between 15% and 25% of the candidate’s salary.
Preferred Supplier Lists
Preferred Supplier Lists (PSLs) are related to the contingency model, but more selective. Typically used by large companies, it involves them creating a list of recruitment agencies they want to work with, requiring new agencies to tender.
Retained or Executive Search
Unlike the contingency and PSL models, agencies make money from the start with retained or executive search. Clients make an initial upfront payment to an agency of their choice and then further payments based on your delivery.
Recruitment Process Outsourcing
Usually more suited to established recruitment agencies, in the recruitment process outsourcing (RPO) model, your agency takes on the role of an in-house recruitment team for a client, dealing with other recruiters on their behalf.
Self-Service
This business model is driven by efficiency and the client only pays for the delivery of each stage of recruitment you’re providing, such as marketing the position or interviewing candidates, encouraging them to handle more of the hiring process.
Manage preferences like eligibility criteria, distance, time zones, and more to churn out the best resource from hundreds of applicants applying for the job.
Create your profile to add job roles according to the number of positions available and your company’s requirements.
Receive real-time updates about the candidates taking E-REC’s system-generated screening tests along with the results.
Recruit highly qualified talent shortlisted by our hyper-advanced algorithms and engines (candidates are shortlisted within 60 minutes of the job you post).
- List your strengths. Begin by creating a list of your strengths, your interests and your skills.
- Identify your dream job.
- Write your resume.
- Create a cover letter.
- Define your geographic area.
- Apply for multiple roles.
- Practice before the interview.
Traditionally speaking with other organisations, the shortlisting stage on average, can take between within 1 to 3 weeks for hiring managers to respond and, sometimes longer if there is a large demand for the role or the organisation has multiple roles.
At EREC the hyper advanced algorithms and engines will shortlist candidates in no longer than 60 minutes for each role posted.
Generally, if the candidate is not contacted after the 1 – 3 week period, it must be considered that the candidate was not selected.
EREC doesn't let the applicant wonder how their application went, we will always send through a notification email, or a system generated message to the applicant’s inbox notifying the outcome.
Progressing to interview will be the sole responsibility of the recruiter or the employer and final decision on landing a position will be at the full discretion of the employer or the recruiter handling the role.
All contracts will be managed by the recruiter or employer. No contractual information or documents between the candidate and hiring manager are stored on the EREC assets such as storage, file, database and web servers.
Good platform and best for candidates to find a job with great and possible opportunities. Recommend and wonderful