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Frequently Asked Questions for Employers

Our full-cycle recruitment & workforce solutions enable you to Attract, Acquire, Engage & Retain the best. We help organizations fill open positions with the best candidates, and, we give you the tools to address your corporate culture, hiring practices and employee retention.

Below are some of the questions we receive most often from employers. Hopefully, you will find this helpful as you evaluate whether to hire Alaant as your workforce solutions partner.

What companies do you work with?

Alaant provides recruitment services to numerous industries. Our client base consists of locally-owned businesses to Fortune 500 national companies.. Our recruiters have a wide range of experience with many levels of candidates. Whether you’re in need of an administrative professional, a software developer, or C suite executive, we have a wide reach in the recruitment space and our candidate pool is continually growing.

What kind of positions can you help fill?

Alaant’s recruiters specialize in many areas to include Information Technology, Science, Healthcare (Clinical and Non-Clinical) and a variety of Professional roles. Professional roles include but are not limited to Administrative and Customer Support, Human Resources, Accounting, Financial Services, Procurement, Sales, Operations and Management. An initial discussion or meeting with an Alaant representative will help us understand your needs and allow us to give you a realistic answer on how to proceed

What happens if a placement is not working out after we hire them?

Alaant provides a replacement guarantee on all hires. If it is a direct hire role, we will replace the employee at no additional cost to you.

Do you do any pre-hire testing?

Yes! We utilize an online program that provides well over 1,000 validated assessments for clerical, software, call center, behavioral, financial, healthcare, industrial and technical job classifications. Results are sent directly to the recruiters and an in-depth report can be provided to any hiring manager. Alaant also utilizes on online employment verification and reference check system. This system created by scientists and experts in the field, provides not only employment verification but predictive analysis on how the applicant will perform in the role they have applied for

How fast can you fill this position?

With each individual recruitment request being unique our recruiting process will vary. The time to fill a position varies as well. After we have gathered all necessary information on the role & your organization and our agreements are in place our recruitment process will begin. There are also multiple factors to weigh in when recruiting for an opening, such as our current pipeline for a particular skill set, market conditions, our clients response time and hiring cycle, etc. Our goal is to present qualified, screened candidates to review in 5 business days or less.

What struggles have you been experiencing in your search for candidates?

Depending upon the role, there could be many factors that could affect our search. As your trusted partner we will communicate them to you as they arise and discuss how to address them together to find you the best match as quickly as possible.

Examples of challenges that may arise include:

  • Skill sets sought require employment sponsorship such as a visa
  • The experience requested does not match the salary being offered
  • Skills required may be dated or very scarce
  • Relocation costs
  • Telecommuting options/flexibility
  • Sometimes heavy travel positions decrease the candidate pool

Who do you have in your pipeline?

Our recruiters focus on the most highly sought-after skill sets and experiences. We proactively recruit candidates regularly in an effort to anticipate our client’s needs. Each recruiter will have screened candidates available ranging in skills and abilities including: Accounting & finance, Human Resources, Office Support, Pharmaceutical Science, Healthcare and Information Technology. Although we cannot guarantee a candidate will be in our pipeline for a specific role, we do have access to thousands of screened candidates in our database to fill a wide variety of positions.

Who gives the offer letter to a candidate—client or Alaant?

Alaant, unless otherwise directed. When an affirmative decision is made on a candidate, our client should first contact Alaant directly with the offer details. Alaant will then contact the candidate to extend the verbal offer. After acceptance, a client may contact the candidate directly to send the offer letter and make arrangements for onboarding. We are happy to work with you if you prefer to extend the initial offer directly or have Alaant representative assist in any other parts of the offer. At any time, this can be discussed as we strive to be flexible based on our client’s request

How does your recruiting and staffing process work?

We have an extensive screening process with our potential candidates. Once an applicant is sourced, whether they have applied or are contacted by a recruiter we consider them for all of our current job opportunities. Once a candidate is taken into consideration, we invite them to meet with a recruiter for an in-person interview or a video interview. During the interview process the applicant is asked a series of questions ranging from situational, behavioral or straight forward interview questions. These questions will help us to determine what types of opportunities are a match and get a deeper understanding of what they’re looking for. Based on this we will discuss with the applicant any positions that may be a fit. If the applicant is interested in a job opportunity, we send their resume directly to our client on their behalf and start the reference and computer assessment process. From there we act as a liaison between clients and candidates through the entire process to share feedback, schedule interviews and discuss & present job offers.

How do you screen your candidates?

Alaant takes a very personal approach when sourcing for candidates and assisting potential jobseekers. We feel that it is very important to meet with potential candidates and job seekers in person. Whether it’s an in-person meeting or a video meeting, candidates will receive one- on-one time with a member of our talent acquisition team. This gives us an opportunity to not only assess skills and experience, but also allows us to get to know our candidates and the type of culture and work environment that is the best fit for them.

We utilize a variety of online computer testing options to assess candidate skill levels in everything from the Microsoft Office Suite to Programming, Accounting and Data Entry skills. Alaant also uses on online references checking system, which uses predictive indicators to assess success in future positions. In addition, we also offer the option to run full background checks and drug test testing if desired.

Can you define a direct hire placement?

Direct hire positions are permanent positions that can be full time or part time. A direct hire position is one in which the client company utilizes Alaant to find and screen the talent, then hires them directly as their employee for a placement fee. Placement fees are contingent based, and all placements are backed with our Alaant guarantee.

What is Employer Brand Strategy?

At the most fundamental level, Employer Brand Strategy involves understanding who you are as an employer, who you need to be as an employer to meet your strategic goals and developing a plan to bridge that gap over the long term.

How Is Employer Brand Strategy similar to Corporate Brand Strategy?

Many of the principles of Employer Brand Strategy are similar to Corporate Brand Strategy in that they both seek to understand and satisfy specific target segments. In the case of Employer Brand Strategy, the target segments involved are 1) prospective employees; and 2) existing employees. Like Corporate Brand Strategy, the objective is to create a lasting and compelling experience at the touch points or links that exist between you and your target segments.

How long does it take to develop Employer Brand Strategy?

As you might imagine there is no single Employee Brand Strategy road map that applies to every organization. That said, it typically takes between 3 and 6 months to develop an Employer Brand Strategy.

What does Alaant do to develop Employer Brand Strategy?

At the core, we guide our clients through a number of collaborative work sessions; work sessions that are informed by research, focus groups, interviews and years of Employer Brand Strategy expertise. We help you bring your entire organization along for the journey—navigating internal complexities—and reveal truths about who you are and who you need to be to attract, acquire, engage and retain the talent you need to meet your objectives. We help you find a truly remarkable and unique Employer Value Proposition. Ultimately, we bring the entire Employer Brand Strategy to life by improving every touchpoint your organization has with prospective and existing employees, creating exceptional Employer Brand Design and helping you develop successful marketing communications and campaigns across all channels.

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