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A Fresh Take On Hiring {and Keeping} New Talent

Chelsea Cadwell, owner and chief recruiter at Intoto Recruiting in Sioux Falls South Dakota standing in front of a desk and plant in a white office

Understanding the Intoto Recruiting Process

After years of refinement, my five-step employee recruitment process targets top talent in your industry.

Say goodbye to sifting through endless resumes! My tailored recruitment, screening and employee retention process brings you only the most qualified candidates who fit seamlessly into your team.

My passive pipeline of talented and engaged job seekers makes this process faster, less expensive and more effective.

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Step 1:

Strategic Recruitment Marketing

Once you're working with Intoto, I kick off the process with strategic recruitment marketing to attract top talent and potential clients.

This includes:

  • Keyword-optimized content: working across multiple content marketing channels and job posting sites to craft compelling messaging and job descriptions that incorporate relevant keywords to boost search engine visibility.
  • Social media outreach: utilizing platforms like LinkedIn, Instagram and Facebook to engage with candidates and my existing relationships to showcase your open positions.
  • Marketing plans: collaborating with marketing professionals to make sure your open position is seen by your target audience. Each marketing plan is designed specifically for your business, your industry and your needs.
Chelsea Cadwell of Intoto Recruiting working at her computer and smiling
Chelsea Cadwell of Intoto Recruiting on the phone in a yellow chair in front of a black wall
Find the Perfect Fit Script font

Step 2: Comprehensive Candidate Screening

To ensure I'm presenting the most qualified candidates to my clients, I thoroughly screen each qualified lead before they're ever sent to you for review.

This includes:

  • Applicant tracking system (ATS): Implementing an ATS to efficiently manage candidate applications, track their progress, and streamline the screening process.
  • Skill-based assessments: Utilizing online skill tests and assessments to evaluate candidates' competencies and suitability for the roles.
  • Communication management: Following each candidate through the recruitment process with consistent and professional communication that nurtures qualified leads from initial inquiry, to outreach, qualification calls and on to interview scheduling.
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Step 3: Personalized Interviewing and Relationship Management

It takes an average of 100 hours over four weeks to get to the end of a hiring process. The interviewing step alone can take up to five hours per candidate.

I take on that heavy lifting for you while streamlining the search and scheduling process!

  • Personalized candidate interviews: Conducting in-depth interviews with shortlisted candidates to understand their career aspirations and cultural fit.
  • Client consultations: Engaging in consultative discussions with clients to understand their unique needs and company culture to ensure a tailored approach to candidate selection.
  • Timely communication: Providing regular updates to clients and candidates, keeping all parties engaged throughout the hiring process.
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Chelsea Cadwell interviewing a prospective hire for a client
Grow Your Team Faster in script writing
Woman in white shirt typing on a laptop on a white desk next to coffee headphones and a notebook
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Step 4: Employee Reviews and High-Retention Strategies

Yes I want to fill your open positions but, more importantly, I want your new hire to stay in that new position and grow within your company.

I prioritize employee satisfaction and retention to foster long-term success.

  • Employee feedback surveys: Conducting surveys with all new hires to gauge employee satisfaction, identify areas for improvement and share opportunities for both the new employee and the employer.
  • Employee retention initiatives: Collaborating with clients to develop customized retention strategies, such as career development programs and competitive benefit packages.
  • Performance management: Implementing effective performance evaluation systems to identify and address any issues affecting employee retention.

Step 5: Placement Surveys and On-Going Employee Engagement

The growth of your team is only as good as the quality of your team.

Finding, placing and, most importantly, retaining employees within companies I work with is what makes talent recruiting so fulfilling.

To ensure client satisfaction and continuous improvement of the Intoto Talent Recruiting services, I'm working with clients to complete:

  • Placement surveys: Requesting feedback from both clients and placed candidates to assess their experience and satisfaction with our recruitment process.
  • Data-driven enhancements: Analyzing feedback and performance metrics to make data-driven improvements to our strategies and services.
  • Database and network improvements: Growth strategies to make the talent pool I'm working with strong, competitive and engaged.
Chelsea Cadwell executive recruiter for Intoto Talent Recruiting standing again white wall in white blazer and black leather joggers
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Want to find and (and keep) better employees?

Connect with me for a free 1-hour consultation.

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