Project-Based Recruitment

Al Fursan Project-Based Recruitment solutions offer a proven, outsourced approach for augmenting and optimizing your talent acquisition needs for multiple hires within a specific timeframe.

Our consultants deliver seamlessly the right talent, quickly and effectively. Prior to the engagement, our consultants will work with you to fully understand your requirements and develop a customized strategy for identifying, attracting and retaining critical talent.
Once the project is underway, our team follows a tightly integrated process and timeline to deliver multiple hires without sacrificing quality or efficiency. Our proven processes for candidate care, screening and evaluation ensure that you reach the right people to meet your business needs.

• Organize & conduct Mass Recruitment Campaign International and Locally.

• Prepare Recruitment plan, Action plan & Process plan for 20 – 5000 people.​
   

Contingent-Based Recruitment

Our contingency search process is geared to identifying qualified candidates through our internal and external database, our historic networks, and partner agencies. Shortlists are provided based on the criteria agreed, and our Clients conduct the screening and evaluation.  

Contingency recruiting is appropriate in the following situations:

• When the salary level of the position is less than $150,000

• When many people are likely to be qualified for the position

• When multiple vacancies with the same job description are being filled

• When the hiring organization wants to take more responsibility for screening, interviewing and negotiating with candidates.
   

Retained Recruitment

Our Retained executive search consulting is appropriate when the salary level of the position is above $150,000 and when it is critical to hire not just any qualified person, but the most qualified person available.

As a Client you can expect:

• A recruiter who will make a dedicated effort on its behalf to filling the position, and who will take into account nuances of the hiring organization’s culture and other critical issues related to the job vacancy

• An independent third party to thoroughly screen candidates, through in-person interviews, before finalists are presented

• Evaluation of internal candidates against an external shortlist

• A go-between to help persuade an executive to leave a desirable position for a better opportunity, and to help negotiate the terms of the move

• A high degree of confidentiality in the recruitment process