We make it our highest priority to come alongside you, understand your business, your culture and your needs. Only then can we successfully find the right talent to complete your team. We don’t aspire to be your recruiters, we aspire to be your partners.
The Turas Difference
The Turas Group draws from decades of experience in corporate (we understand how to partner with corporate recruiting teams because we served in corporate recruiting teams) and permanent placement recruiting to help you expedite your search and expand your reach as you look for highly competent talent for your team. We only bring you the most qualified candidates. In order to determine who those may be, we assess the following aspects of each and every candidate we speak with. We call it the Turas 3 C’s: Competency | Character | Culture.
Do they have the required skills and experience to do the job at the highest level?
Any good recruiting firm will evaluate competency. The question: how do they evaluate it? Evaluating the competency of a candidate is more than matching keywords from a job description to keywords on a resume. Turas thoughtfully converts your job description to an applicant assessment. Then, we carefully walk through the applicant assessment with a candidate. This helps us evaluate whether their skills and experience on paper will translate to excellence in the workplace.
Do they have the humility and integrity to be a trusted member of your team?
Character matters because trust matters. For you to trust a team member, you need to respect them. Each member of the Turas team has professional experience in life coaching and counseling. This distinctive enables us to ask questions that get to the heart of who a candidate really is. We firmly believe that humility and integrity are key markers to excellence in work. Therefore, we will only present candidates to you, the employer, who we can affirm as having the kind of character that will earn your trust.
Do they have the right personality and mentality to thrive in your company’s culture?
It’s not easy to define culture. But, we have seen that a direct connection between the long-term success of a candidate in a role and how well that candidate fits with the culture of the team or company they are joining. How do we determine the culture? It begins by asking the right questions of you, the employer. Only then can we determine if a candidate will be a good fit for a company. Skipping this step may not be immediately obvious, but over time, the importance of it will show. New hires will make a contribution to your culture – either enhancing it or undermining it.
Our Selection Process
Step 1: Resume screening. …
Step 2: Phone interview. …
Step 3: Face-to-face interview. …
Step 4: Assessment. …
Step 5: Secondary face-to-face interview (optional)
Step 6: Job Shadow (if client offers)
Step 7: Reference Check (depending on level & client internal process)
Step 8: Offer management
Step 9: Candidate Onboarding and Retention