Elevating Recruitment

featuring the award-winning

Leadership Vault™ Search Process

Recruiting “A Players” – that elusive 10% to 14% of the global workforce who never visit job boards and is rarely ever without a job. They produce 8 to 10 times more than even the 35% of “B players” available. Unlike contingency search firms, we acknowledge that primarily “C players” hang out on job boards in a less than 4% unemployment rate.

Identifying exceptional talent – which should be the SOLE REASON why you should pay a recruitment fee – starts with research of target companies and cold call / networking / referrals of potential candidates.

A custom Search Strategy determines the interviews and assessment criteria that identifies potential candidates, measures their KPIs, and scientifically proves a strong match for the role / team fit.

The Big Challenge in the World of Recruiting is Two-fold:

1. GREAT TALENT is in SHORT SUPPLY.

2. The Search and Assessment Processes are BROKEN

Most Companies Face the Same Issues in Talent Management

Talent Shortage of Engineers, as well as other roles that lack Entrepreneurial Decision-Making Traits and Conflict Resolution Skills

Growth

Acquiring Fast Productivity from a New Hire

Turnover from Lack of Retention & Industry Talent Wars

This necessitates an executive search firm that improves the search and placement process for clients and candidates!

So what is the Secret Sauce behind NextGen?

An award-winning candidate identification and assessment process putting all the information about shortlisted candidates at your fingertips

“an evidence-based recruitment process management system utilizing Ai predictive validity”

NextGen Way: The Discovery Step replaces Typical Job Specs

Define Performance Objectives of the Role

Create a Target Candidate Profile

Determine What the Role with do with Required Skills, not just the having of them

Define prior Desired Accomplishments in a Similar Environment

Using Psychometrics to Backup Interview

Conducting brief online surveys of potential shortlisted candidates reveals:

Values and Motivations

Relational Communications Traits

Conflict Resolution Skills

Decision Making Traits

How Well He / She can Sell their Ideas to Internal / External Customers

Companies Hire on Skills

Real-Time Analysis Role / Team FitAssess the role; then the candidates

Fire On Behavior

Deep detailed documentation of interviews, KPIs,

depth of internal / external industry relationships, and

key facts

Key Competencies

Assessment

Short candidate introductory

video

Comparative benchmark of

candidates

Behavioral profile with “Job Fit”, recruiter

assessment “Role Fit”

PREDICTIVE VALIDITY = the RIGHT HIRE

Multiple Layers of Assessment

A high-quality presentation of the shortlist providing a 360⁰ degree view of each candidate

Detailed Candidate Profile

NextGen leads the Industry with 24 to 36 Months Replacement Guarantee

93%

RETENTION of New HIRES placed by NextGen still

working at client at 5 years

Expertise Recruiting within Cross-Functional Industries

Aerospace & AviationCabin Power Systems | Commercial Drones | IFEC | Power Supplies

Artificial IntelligenceMachine Learning | Data Science | Augmented Reality | Computer Vision

Industrial AutomationRobotics & RPA | Industrial IoT | LED Lighting | SCM | Electronics Manufacturing

Wireless EcosystemsMobile Infrastructure | Embedded | IoT Data & Devices | SEMIs & RFICs

Digital Transformation Business & Market Elevation | Ai driven IT | Customer Relationships

Reimagined

Discover Why Most Common Client Feedback is: Candidates hired from NextGen

“met or exceeded our expectations”

Offices by Industries Served

Aerospace: Seattle WA (425) 728-8991 Artificial Intelligence: San Francisco CA (650) 351-7701Digital Transformation: Orlando, FL (386) 693-1940Industrial Automation: St. Louis, MO (636) 300-0676 Wireless & IoT: Dallas TX (214) 945-4070

Web Sitewww.nextgenexecsearch.com