Frequently Asked Questions

Your organization’s needs are unique; no two operations are precisely the same. Regardless of the product or service you offer, it’s important to rely on the individuals you trust to fill roles at all levels. Our staffing and recruitment services are ideal for distilling the essence of your operations, refining talent acquisition and retention strategies, and making life better for your employees. This means less guesswork, more legwork, and more success for you and your candidates.

Before even seeing a resume, vetting prospective hires requires developing a deep understanding of the role you wish to fill. That’s what we do first at True North HR, as the insights gained help to inform any refinements made to your recruitment processes. Once we have a solid understanding of what you need in terms of credentials, experience, and personality traits, we can formulate a compelling posting that better caters to pools of applicants suited for the role(s) in question. After this, we proceed with risk assessments, background checks, screening interviews, and other vetting-related processes.

Our goal is to minimize risk and maximize the reward for your operations and employees. That means fostering a supportive, enriching, and positive workplace culture, which can be achieved through our advisory services, feasibility studies, and other unique means. Professional recruitment services are also handy for streamlining your organization’s recruiting, vetting, and hiring processes, ensuring that new hires get the onboarding, training, and continued support they deserve with no questions left unasked. In addition, our services make it possible to personalize the employee experience within your walls – all while formulating a welcoming and attractive brand image for prospective hires from the outside.

This varies depending on a myriad of factors. First, there’s the complexity of the role itself; do you require more experience, special certification, or the need to adhere to strict compliances that govern your operations? Also, what about performance expectations in alignment with compensation and benefits? Are these offerings attractive to the higher-level talent you seek to attract and retain? In addition, how much work is needed to modernize or completely overhaul your recruitment, vetting, onboarding, training, and talent retention strategies? The complete process could take anywhere from several weeks to even a few months, depending on the roadblocks or hurdles faced along the way, though our services aim to make improvements within your organization that lead to even more significant time and cost efficiency.

There are several necessary steps along the way, each encompassing certain practices, protocols, and processes that must be kept flexible and scalable with your operations to ensure they remain viable. Examples of such steps include the following:

• Identification of hiring needs, role responsibilities, and feasibility of the position in alignment with operating costs and available resources
• Advisory and optimizations/refinements to established internal processes (if needed)
• Creation of a compelling, relevant job posting that provides candidates with all the context and insights required to make an informed decision on their end
• The influx of applications, followed by screening and vetting prior to interview outreach
• Initial interview outreach/scheduling with applicants who pass the vetting
• Deliberations and advisory on which applicants should proceed onto the next round
• Secondary and, if applicable, tertiary interview stages
• Presentation of offer after final deliberations on the best-received candidates
• Employee onboarding, training, and active support to ensure maximum chances of success
• Analysis of recruitment strategy/feasibility studies to determine whether changes need to be made to processes or overall approach for future hires