Hiring

By far, the most crucial thing that makes a recruiter good is their ability to find a company that wants to hire someone and sign them onto our services. Additionally, those that find urgent inventory operate with high activity and communicate and collaborate well are most successful at gpac.

Our primary task is to help companies find the perfect candidates for a position; this is recruiting: taking a job order from a company, qualifying that their need is urgent, understanding what kind of background they are looking for, and taking proactive efforts to find them candidates that have the appropriate skill set and urgency to make a change. As a result of those efforts, we may find candidates with a fantastic skill set who are not a match for the job order we got from the company, so now we have a placeable candidate who might be the right fit for a different company. Marketing is when we take that candidate's background with a skill set in demand within an industry and proactively reach out to decision-makers within companies that could potentially need that candidate.

While it is rewarding to want to help people find their dream job, it's important to note that success in this business comes from assisting companies find candidates.

Your director will assign you several lists of candidates and companies to start working with when you join the pac. After that, the ball is in your court: you will have to grow your inventory with postings and through your marketing and recruiting efforts.

We can fill positions at all levels and across all functions within industries and companies; however, we do not work with ALL companies. The size of companies we work with are generally classified as small to mid-sized. Very large companies often don’t need our service as much because they already have a great brand and recognition, so they have many people that apply to their positions directly.

Additionally, to effectively provide solutions and cover their hiring needs, it’s essential to communicate directly with the decision makers (presidents, owners, and c-level) in the hiring process to clearly understand the ideal candidate they are looking to hire. The small to mid-size company market allows us to speak to them directly.

At gpac, we work within candidate-driven industries. This means there is a shortage of placeable candidates for the number of companies looking for someone with the proper skill set. Therefore, your director will assign you to one of these high-demand industries that represent a chance to grow in your recruiting career and where you can bring real value to the market.

We are craft first, industry second. We teach you the craft of recruiting so you can succeed in any industry. During the interview process, we are thinking ahead about a team with a good personality fit. That team may handle several industries, so we look at team size and data for you to join one with plenty of room for growth to give you the best opportunity to succeed in an industry.

We are constantly building new industries to work in; these new industries are known for being wide open to development and having an abundance of inventory.

On the other hand, there are the developing industries: growing markets that still have companies left to sign and new inventory yet to be discovered. And finally, the established industries, which demand higher recruiting levels over marketing and where we are usually a household name to many of these companies.

No, we invest in people with the intention of them being successful as recruiters. If the relationship does not work out and we part ways, you do not owe gpac the amount that was paid to you in advance.