Customized solutions, Real-world pace.
Our recruiters are focused on meeting your company's individual cultural and business needs. No preconceived notions or cookie cutters here—only carefully crafted solutions designed to achieve specific hiring goals and objectives. With a full range of solutions we give you the flexibility you want at the pace you demand.
Contingency Recruitment Solutions
MRINetwork™ created contingency search to give companies a no risk option. You only pay a fee upon the hiring of our talent.
Retained Recruitment Solutions
If your need is more immediate or the talent skills more in demand, we can dedicate a team of professionals to focus exclusively on your specific need. In return for a small commitment fee up front, you will receive a complete, customized search action plan.
On Demand / Contract Staffing Solutions
Limited time or short term projects require unique talent. We can determine the best talent available at the right time for you.
How to engage us
Whether your hiring needs call for retained, contingency, contract or large-scale search and recruitment services, we offer the flexibility you need. Contact us to learn more and to discuss your needs.
Why use a recruiter?
The services of outside professionals are used by prudent companies for legal, accounting and other special needs. Executive recruiters should be viewed in the same light: as skilled specialists who can identify the best candidates to fill important positions within the company. Recruiters provide strict confidentiality, an extensive network of contacts, objectivity in candidate evaluation, and negotiation experience and expertise.
Recruiters observe strict confidentiality.
Organizations with a key opening can be vulnerable. Confidentiality can keep competitors from being tipped off to management shake-ups, new product and market initiatives, and can protect against employee and supplier apprehension. Recruiters value the sensitive information they become aware of during the search process and respect their clients vulnerability.
Recruiters can tap into a global network of contacts.
Most often, the best candidates are already employed, and many of them will deal only with a recruiter. They appreciate the worth of third-party representation, confidentiality and professional mediation. Recruiting superior candidates can be a complex process and is best performed by a professional.
Recruiters are cost effective.
The benefit of using a recruiter can be weighed against the cost of preparing and executing an advertisement campaign, screening and qualifying candidates, and operating without a needed employee for an extended length of time, compared to the relative insurance of getting the right person for the job. The use of recruiters is an investment in improving the quality of an organization’s staff. But even beyond that, the risk in not using recruiters can be great. For smaller companies where one hiring mistake can have disastrous results‚ using recruiters is sometimes more important than for very large companies.
People are a company’s most important asset.
They can make or break the fortunes of a business. Professional recruiters can deliver the right people for today’s highly competitive business environment.
MRI of University Circle is your Recruitment Solutions Partner. If you're ready to improve your life and your company, contact us today!
Behavioral Interview
You may feel that two short interviews and a three page resume are not sufficient for you to make an important hiring decision. Perhaps you should consider the kinds of questions you are asking the candidate in your interviews. Behavioral interviewing is a very good technique to help you identify the right person.
Behavioral interviewing is based on the assumption that a person’s past performance (in previous roles) is an excellent predicator of their future performance.
To prepare for a behavioral interview, take the following steps:
Make sure you have clearly defined the competencies for the role. General competencies include:
Enthusiasm
Knowledge/skills
Problem solving
Team building
Personal attributes
Leadership
Communication
Flexibility
Decision making
Develop a series of questions which will enable you to find out if the candidate has these competencies.
Questions might take the form of:
Give me an example of how you have...
Tell me about a situation where you...
In the past, how did you deal with a situation where...
Given your past experience, how would you best deal with...