Searching for a specialized candidate for your business?
 

Quality Talent, Located within a Tight Timeframe


Situation:
An employer needed to fill 3 key roles immediately for an upcoming launch that was planned in 30 days. Time was of the essence, and locating top talent was critical to the company’s success. READ MORE...

Streamlining the Hiring Processes


Situation:
Hiring an employee starts with effective screening, and then moves to interviews and ultimately an offer to the candidate of choice. One employer’s HR department found that they were spending an excessive amount of time on the initial screening phase; which was not the best use of their time. READ MORE...

Cutting through the Resume Clutter


Situation:
An employer was feeling inundated with resumes from multiple talent acquisition firms and other recruiting resources. Not only was this process time consuming, it was shining a light only on a limited portion of the candidates’ skills. READ MORE...

Decreasing Turnover for Contract Staff


Situation:
An employer was experiencing significant turnover of contract personnel who were leaving their roles within the company to pursue full time employment elsewhere. This turnover was impacting productivity, and the employer felt that they were barely getting contract staff up to speed as they were walking out the door. READ MORE...

Decreasing Salaried Position Turnover


Situation:
An employer came to Malone with a 20% annual turnover rate for salaried positions within their company, and needed a game plan to address this significant issue. READ MORE...

Finding Hidden Talent through Effective Partnerships


Situation:
An employer was searching for 3-5 strong engineering professionals, but didn’t want to utilize a job board to find this talent. Instead, the employer looked to Malone for innovative ideas for locating top talent “outside of the box.” READ MORE...

Facilitating Access to Passive Candidates


Situation:
An employer had shared with Malone that they were keeping their eyes open for future additions to their leadership team, but didn’t necessarily have a specific role to fill at that time.
Sometimes the best talent really isn’t “looking.” READ MORE...

Making Site Visits More Attractive to Potential Candidates


Situation:
Geographic location is always an important consideration for candidates who are looking for new opportunities. However, when an employer begins to find that the top reason candidates aren’t interest in furthering the conversation with their company is their specific geographic location, there’s cause for alarm. READ MORE...

Proactive Company Research to Prep Candidates


Situation:
A well-prepared candidate can make a lasting impression with a potential employer. On the flip side, a candidate who isn’t knowledgeable about a company not only runs the risk of making a bad impression, but he or she is also likely to miss out on key information that may help in deciding whether a company is a good fit for him or her. READ MORE...

Finding Specialized Skill Sets


Situation:
An employer had a need for a professional with a very specialized skill set that was not readily available within the local market. The employer traditionally had not offered relocation services, but was quickly realizing that in order to attract the right talent, relocation would be necessary. READ MORE...

Helping to Fully Define Roles to Find Ideal Candidates


Situation:
An employer was looking for a Sales Manager that was bilingual to penetrate new markets, however their initial job requisite didn’t specify these details. Instead, the requisite was vague and only stated the need for a Sales Manager, but didn’t explain the role or the needs that the individual would be responsible for addressing. READ MORE...
 
 
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