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| Active Sourcing |
| Axiom Search provides active candidate sourcing that enables corporate recruiters to better utilize their career web site and job board candidate flows. Responses to job postings are often overwhelming to sort through and prioritize in order to determine the top candidates for further evaluation and screening. |
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| Axiom Search is skilled at managing large respondent flows and screening them against pre set qualifications and competencies to enable corporate recruiters focus their time on processing the best active candidates that have responded to these postings. |
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| Axiom Search also conducts job board searches to identify active candidates that have posted their resumes on selected sites. The search is conducted against specific criteria established by our client to best meet their needs. Top candidate prospects are screened to determine best fit and then presented to corporate recruiters to process further. |
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| Passive Sourcing |
| Axiom Search assist corporate recruiters to identify "passive" (those top candidates that are not actively seeking a new position) and "semi-passive" (those top candidates that are not looking but are open to interesting opportunities) candidates that have the desired backgrounds for our client's needs. Axiom Search identifies passive candidates by developing a targeted online sourcing strategy that generally involves a variety of channels such as: |
- Direct competitor research
- Our proprietary data base
- Association members & conference attendees
- Alumni, Societies, Forums, Groups, and Business networks
- Publications
- Boolean web search
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| Semi passive and passive candidates are more difficult to identify than those candidates that are actively seeking new employment. Axiom Search deploys proven approaches to identify those passive candidates via a series of online search techniques. This approach is used to meet a specific search that is being conducted as well as to build talent data bases in areas of ongoing or future needs for our clients. |
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