HRA supports our innovative approach with six commitments:

• We partner with our clients and all our actions and intentions spring from that partnership system
  
• We create tailored recruiting plans that efficiently and affordably meet your companies priorities and needs
  
• We treat every candidate with dignity and respect
  
• We represent the company needs and expectations clearly and accurately
  
• We invite client and candidate feedback to continuously improve the quality of everything we do
  
• We value process; People are our first concern

The resulting recruiting solutions are scalable, modular, and flexible. Whether HRA handles all or part of your company's recruiting process, we always begin by learning about your company's culture, goals, and expectations of employees.

Resource Roadmap
Candidate Pipeline (Attraction)
Screening (Identification)
Interview
Offer
On-Boarding
Applicant Tracking System (ATS)

Resource Roadmap
Every engagement begins with a discussion of the recruiting cycle to identify where your company can use our help. Our clients give us assignments that range from hiring a few salespeople to filling hundreds of positions. Together we will create a resource plan to find the talent to move your organization ahead.

HRA works with your human resources department and hiring managers to customize a comprehensive set of position descriptions, job postings, and targeted advertisements to create a stream of appropriate candidates. We tailor messages that are warm and personal, inclusive and inviting-and we use target words that cause our listings to appear high on the list of Internet searches.

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Candidate Pipeline (Attraction)
HRA uses a range of sources to identify candidates including databases (our own and others), networking, referrals, strategic partners, advertising, professional and academic affiliations, Internet postings, and job boards.

Our tested and proven candidate marketing program creates connections. We have placed hundreds of outstanding professionals over the years, and as they progress through their careers, we find that they are one of our best sources of networking.

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Screening (Identification)
HRA is very high touch. From our very first contact with a person, we create a great candidate experience. We know how to talk with candidates and what to say to keep them interested. We are a conduit for a constant two-way flow of information between our clients and their candidates.

We screen resumes and use telephone interviews and a comprehensive range of skills, behavioral, and personality assessment tools to develop a short list of candidates so that hiring managers don't have to interview one more person than is necessary.

While we act as our clients' ambassadors, candidates view us as candidate advocates. We don't hunt heads; we capture hearts.

When we identify a strong person that isn't a candidate right now-either because they have different skills or need further experience or aren't ready to leave their present job-we won't lose track of them. Our process includes an ongoing candidate marketing program that keeps us connected.

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Interview
We coach our clients on how to communicate with candidates. We construct legally compliant interview questions that will elicit the information to determine whether or not a candidate is a good fit. Our recruiting specialists will conduct in-person interviews along side your hiring managers, or we will train them to do it themselves.

We administer a full complement of skills and behavioral assessment tools that allow clients to hire individuals with the ability, experience, attitude, and motivation needed to produce the results your company wants. Our recruiting teams are skilled at speaking the language that makes a connection with a candidate.

When we find someone you want to hire, timeliness is critical. Our project managers develop a critical path timeline and help your organization adhere to it. We don't leave anything to chance.

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Offer
Companies lose outstanding candidates because they take too long to make an offer or the offer isn't in line with the marketplace. HRA assists human resources departments in pre-structuring contingency and final offers that are competitive. We screen these offers with the candidates to ensure a high rate of acceptance. In addition, we also provide coaching in negotiating techniques.

We can assist with reference and background checks; criminal and motor vehicle records checks; educational and social security verification: pre-employment testing, and setting up drug testing.

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On-Boarding
Our job doesn't end once the candidate is hired. We can assist with some or all of the on-boarding process-including administration and paperwork, communication of company benefits, practices, policies, and other aspects of the employee's orientation.

We use client and candidate feedback to continuously refine and improve our process. Exit interviews with every candidate (whether they accept or decline a position) tell us the things that our clients and we are doing right as well as where we need to sharpen our message, provide further training, or modify process.

HRA also invites regular, periodic feedback about how each new employee is progressing. This information is especially useful when we are hiring multiple people for similar positions.

Our retention services include compensation and benefits surveys and analysis, employee satisfaction services, as well as training in performance planning and coaching; mentoring, and diversity.

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Applicant Tracking System (ATS)
Best in class recruiting is a blend of art and automation. We understand how to use technology to turn data into information that supports key business decisions. Our specialists can help optimize your company's in-house applicant tracking system or, if you don't have a tracking system yet, can immediately deploy our own in-house solution, or we can provide a framework to assist you in selecting an option that suits your company's needs and business environment and available resources.

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