Training & Consulting
Training
From best practices to kick-ass recruiting launch meetings, our engaging style and industry know-how bring the skills and tools your team needs to level up recruitment and hiring.
DIY Hiring Skills
Build Your Recruiting Confidence: How-Tos for Hiring Managers
Tips & Tricks: Master the Recruiting Process
Interview Best Practices: Beyond Compliance and Culture
HR & Recruiters
Launch Strong: Initiating a Successful Job Search Strategy
Engage and Connect: Creative messaging to reach the talent you want
Tools & Tech: Recruiting Solutions for Every Company
Custom Training
Design your own module and choose the topics you need most
Efficiently address knowledge and skill gaps on your recruiting team
Create single-session workshops or a full program to meet your needs
Consulting
Your dedicated resource and in-house experts for sourcing, recruiting, training, and process analysis. Elevate your employment brand and achieve remarkable results.
Services may include:
Map out and assess existing practices and processes
Cost-benefit analysis
Tool research and demos
System design and technical support
Training for staff and management
Developing guides, playbooks, or other resources
Situational analysis for hiring challenges
Support for procedure and process roll-out
““Our hiring process was extremely time-consuming with inconsistencies before engaging with R2R Strategic Recruiting. We are so grateful we were referred to R2R to assess and streamline our hiring process. Raine and Richeal have been instrumental in selecting and implementing our first Applicant Tracking System (ATS) while defining best practices, compliance requirements and training our hiring managers. We couldn’t be more pleased with their work and partnership. They really care about our success and our company.” ”
““We engaged with R2R because I was familiar with Raine’s work building an IT Staffing company in Portland, OR. We decided to engage with R2R on a three-month consulting agreement with the aim of building a recruiting engine that we could run ourselves after R2R completed the engagement. Today, about six months after R2R completed the engagement, we can report these improvements in our recruiting lifecycle:
• We have a self-sustaining engine that enables us to continue to do the heavy lifting of candidate recruitment.
• We have more candidates in the pipeline than before her engagement.
• The candidate experience is easier to navigate.
• We have candidate specific print marketing collateral that clearly speaks our value proposition to our candidate pool.
• Our job ads are being refreshed with more frequency and consistency.
• We successfully completed several field marketing events geared at re-introducing our brand to Oregonians.
• We have begun building relationships with the major schools in Oregon.
• Our online Glassdoor reviews are improving.”
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WANT TO LEVEL UP WITH OUR NEWEST TRAINING MODULES?
Schedule a complimentary 15-minute call and learn more
