The Real Cost

The CISA© process may be the most cost effective way to secure new employment in today's market.

What does the TRANSITION PLAYER have to do to mimic a recruiter's efforts? What does a recruiter do with their time? Let's make no mistake in any transition mode you are THE recruiter, THE lead salesperson, as well as THE candidate. Are you ready to go it alone? You do not have to. Call us. We have the CISA Program   770-579-6050

The five reasons accomplished professional Candidate’s use the CISA:

1. Reduce the RISK OF HIRE for both themselves and the prospective employer
2. Reduce COST of TRANSITION, length of time they are "on the bench" in transition and not working
3. Let us help focus the candidate's RESPONSIBILITY of being the candidate. Help to minimize the lost Opportunity Costs of Selling and Marketing that candidacy.
4. Utilize the abundance of our Materials, Website, print, CD's,and counseling
5. Shorten or streamline the Hiring Process to help to eliminate or minimize the psychological and financial dislocation for their "family." Initiative recruiters help reduce the COST of Transition. Let us help you secure and "get THAT NEXT job!" Transition Methodology Initiative recruiters help reduce the COST of Transition.

Let us help you secure and "get THAT NEXT job!"©

Let's address the real cost of transition.

We need to take in to account the actual opportunity cost (OC) lost by any transition candidate. That OC can best be explained as follows: If you earn an average of $100,000 base salary and $200,000 at plan, then your cost per hour in transition without the aid of an initiative recruiter is about $100 per hour. If a candidate only spends 28 days in the acquisition mode, then it has cost him/her $22,400 in real lost opportunity compensation.

In today's market, the average search time without a CISA type model is between 3-6 months. That is $67,200 in lost opportunity compensation, in 3 months, not counting the additional costs of health and life insurance as well  as cell phone, computer, travel and car allowance. If we add in the other additional costs, then the real OC or Transition Cost in just 3 months is just under $74,000. Our $3500 investment seems excessive, but if we can shorten you search by only one month, your ROI is about $7 for every dollar invested.

If we shorten that time spent by 3 months then the ROI is about $21 for every dollar.

Your job in transition is to: "get noticed," "get interviewed," and then to "get THAT NEXT job!"

Call us at 770-579-6050 to discuss how you can become a CISA client.  We have many CISA programs, one will fit your personal transition budget. Please also check out our Book and CD on this website.

As an addendum, here is "A typical day in the life of a recruiter!"

When I was a Professional Recruiter, my normal 22 tasks working with any Applicant during a typical search process are listed below. I have purposely not listed or counted the study, research, and organizing the search process for new opportunities. It was a given in my prior profession.

If you were to engage in my former recruiting process here are the steps that I was involved in on a daily basis. In many cases below substitute the word candidate for client or hiring authority.

My CISA program circumvents or avoids many of these processes listed below. The the 21st Century Transition Process that is the CISA was designed to "get you noticed," "get you interviewed," and get you hired in the shortest possible time.  

The Recruiter’s Process:

1. Marketing, seeking and securing new search assignments.
2. Accepting/Verifying ... (Taking and Evaluating a Complete Search Assignment)
3. Researching/Verifying ... (Evaluating the Opportunity, Compensation Program, Competition, and Product Application and Specific Application Potential)
4. Sourcing/Culling... (Finding Candidates via the DCG Data Base, Referrals and Direct Sourcing from Competition)
5. Screening & Representing ... (Qualifying Potential Candidates against the SA; and Representing the Opportunity from Client Company to Candidate Pool)
6. Interviewing... (Eliciting Actual Sales Performance & Reinforcing Credentials vs Search Assignment & Space and Product)
7. Evaluating... (After Establishing Viable Pool of Candidates the Thoroughly Verifying Candidate's ACP Against the SA and their Marketing Materials)
8. Developing marketing techniques for the applicant….Use of website’s CIP, ACP and Transition Materials
9. Requalifying... (Re-interviewing via the Now Prepared CIP from Our Website to Minimize Risk of Hire)
10. Presenting... (Representation of Candidate Pool, 2-3 Candidates, to Client via ACP in Light of the RH/RW Riskometer. Risk of Hire)
11. Training in Interview Techniques …Establishing Candidate Interviewing Process... (Setting up and Facilitating Client Interviews))
12. Client Interviewing... (Monitoring Client interview Process and Providing Validating Information on Each Candidate))
13. Re-Validating... (Verifying the Opportunity to the Applicant and Client))
14. Referencing... (Validating why the Candidate should be hired….Are You Who You Say You Are?)
15. Closing ... (Closing Client Company on the Applicant))
16. Offering and Negotiating... Initial Offer of Compensation Program, Benefits, Territory, Title, Responsibility, Vacation and Start Date with Client and Candidate)
17. Offering... (Solidifying the Offer on Final Compensation Program, Benefits, Territory, Title, Responsibility, Vacation and Start Date with Candidate))
18. Selling/Validating/Closing... ...(Reinforcing and Closing the Validity of the Offer, Company, Space, People and Product to Applicant)
19. Communicating/Tracking via Follow-up...(Protecting Candidate’s Investment in New Opportunity via Constant Contact)
20. Re-marketing…If the Process does not Produce an Offer then we begin to Source a New Opportunity for the Applicant
21. Speaking, communicating, or validating over 20-50 calls or resumes per day.
22. Beginning the acquisition of Search Assignments Mode again

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The Transition Compass® 782 Bayliss Suite C Marietta, GA 30068
770-579-6050

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