Recruitment & Onboarding Services
Scot Goldfarb – Service Line Leader
For the past 30 years, Scot has worked with small companies as well as multi-national organizations in the Staffing and PEO industries. Executive Recruiting is his passion, and he’s driven by love of matching extraordinary talent with outstanding organizations, by helping identify ways to make your staff more successful, and by helping your company become more efficient and profitable.
After recruiting people for the organization, Scot’s decided to become part of Resolute by folding in his company, C.O. Jones Recruiting and Consulting. This allows Scot and Resolute to deliver bigger and better services to our client base.
See testimonials from people that Scot has worked with.
Executive Search – Executive search firms find full-time employees for their clients. The search firm sources, recruits and interviews candidates (many that may not be immediately identifiable in the market) for their client’s full-time job openings.
Retained Search – The client pays a predetermined fee for the search firm to identify, qualify, screen and interview for executive-level positions. A Retained Search requires considerable consulting time and an extensive process to identify the right candidates. This search is exclusive and the fee is typically paid in thirds: 1/3 at contract signing, 1/3 upon submission of a short list of candidates and 1/3 when a candidate is hired.
Engaged Search – This search is conducted to find qualified candidates to fill open jobs. Resolute charges a portion of the placement fee as a retainer. The balance of the fee is due when a candidate is hired. An Engaged Search is typically used for higher-level positions, hard to fill positions or positions that require more in-depth research and considerable resources.
Contingent Search – Resolute is paid only upon the successful hiring of a candidate. No fee is paid unless someone is hired for the open position.
Many companies underestimate the importance the process is of integrating new hires into their organization. First impressions are important. Imagine all the time and money you invest into finding the perfect person for you company, only to have them not work out.
Nearly 33% of new hires look for a new job* within their first six months on the job. (Among Millennials, that percentage is even higher … and it happens earlier.)
Twenty-three percent of new hires turn over* before their first anniversary.
The organizational costs of employee turnover* are estimated to range between 100% and 300% of the replaced employee’s salary.
It typically takes eight months* for a newly hired employee to reach full productivity.