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Fractional Recruiting Offers Flexible Solutions

IsoTalent's fractional recruiting gives you flexible, on-demand, or part-time recruitment services to integrate with small and midsize businesses or startup teams.

Get Help with Recruiting
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What is Fractional Recruiting?

Fractional recruiting involves offering part-time support to organizations, delivering all the benefits of a head of recruiting or HR team — tailored specifically to the needs of your small to medium-sized businesses.

This approach allows organizations to access expert human capital guidance and support without the need for a full-time recruiting department, ensuring efficiency, cost-effectiveness, and customized hiring solutions.

Affordable Recruiting Solutions

While traditional recruitment agencies typically charge salary-based commissions, IsoTalent offers a more flexible recruitment pricing model: hourly rates with milestone ranges based on role type. This means we’re not motivated by a lofty one-time commission; we're built for alignment at every phase of your recruiting needs.

In addition to recruiting key roles for their team, clients may use IsoTalent's hourly services to get help with special projects, such as resume screening, interview coordination, and global advisory support. Learn more in our case studies and recruiter insights below.

Our Pricing
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On-Demand Recruiting Support

IsoTalent is an affordable solution to level up your recruiting on a part-time, volume-based, or per-project basis. In addition to recruiting key roles for your team, we can be billed for special projects like:

  • Bulk resume screening
  • Interview coordination
  • High-volume hiring ramps
  • Recruitment marketing support
  • Adding international candidates to your pipeline

Recruiting Case Study

Want to see these special recruiting projects in action? Read more in the case study below.

View Case Study

How to Improve Recruitment ROI

    Improve ROI
  • Overview
  • Streamline Process
  • Enhance Referrals
  • Internal Candidates
  • Metrics to Track
  • Smaller Budget
  • Resume Screening
  • Additional Resources

Overview

As HR professionals, IsoTalent understands the power of streamlining the internal recruitment process — from leveraging employee referrals and promoting internal talent to tracking relevant metrics to enhance the ROI of your organization's internal recruitment efforts. These strategies help to improve efficiency and cost-effectiveness, foster employee growth and retention, and contribute to your long-term organizational success.

How can you streamline the internal recruitment process?

Streamlining the internal recruitment process is vital for maximizing ROI. Consider the following steps:

  • Clearly define job requirements and qualifications to attract the right candidates.
  • Utilize applicant tracking systems to automate and manage the recruitment workflow.
  • Implement a streamlined interview and evaluation process, involving key stakeholders.
  • Communicate efficiently with candidates, providing timely updates and feedback.
  • Continuously evaluate and optimize the recruitment process based on performance data and feedback.

For more expert insights, here are 6 Effective Steps for Upgrading Your Recruitment Strategy.

What strategies can you use to enhance employee referrals?

Employee referrals are a cost-effective way to improve the ROI of internal recruitment. To enhance employee referrals:

  • Establish a formal employee referral program, offering incentives for successful referrals.
  • Promote the program through internal communication channels and encourage active participation.
  • Recognize and appreciate employees for successful referrals to reinforce a referral-friendly culture.
  • Provide clear guidelines on the types of roles suitable for referrals and ensure a streamlined referral process.

How can you upskill and promote internal candidates effectively?

Investing in upskilling and promoting internal candidates not only improves ROI but also boosts employee morale and retention. 

Consider the following strategies:

  • Identify skill gaps and design targeted training programs to develop internal talent.
  • Offer mentorship and coaching opportunities to facilitate career growth.
  • Communicate internal job opportunities transparently and provide clear guidelines for promotion criteria.
  • Establish a fair and structured internal hiring process, ensuring equal opportunities for all candidates.

What metrics should you track to measure the ROI of internal recruitment?

Tracking key metrics helps evaluate the effectiveness of internal recruitment efforts. Focus on metrics such as:

  • Time-To-Fill:
    Measure the time it takes to fill internal positions to identify bottlenecks and streamline the process.
  • Cost Per Hire:
    Calculate the expenses associated with internal hiring, including recruitment marketing, training, and onboarding costs.
  • Employee Retention:
    Monitor the retention rate of internal hires to gauge the success of the recruitment process.
  • Employee Satisfaction and Engagement:
    Conduct regular surveys to assess the satisfaction and engagement levels of internally hired employees.

How to do more with a smaller budget

We see this all the time: Your team’s budget gets slashed, but you’re expected to match (or surpass) previous outcomes. If you’re expected to do more with less support, here are executive insights to make the most of your human capital strategy.

How to Master Resume Screening

As HR professionals, IsoTalent understands the significance of effective resume screening in finding the right candidates for your organization. In this guide, we will provide valuable tips and insights to help you streamline your resume screening process and identify the most qualified candidates for further consideration.

What are the key elements to focus on when screening resumes?

When screening resumes, it's essential to focus on key elements that showcase a candidate's suitability for the role:

  • Relevant qualifications, skills, and experience that align with the job requirements.
  • Consistency and clarity in presenting information, including proper formatting and organized sections.
  • Accomplishments and achievements that highlight the candidate's impact in previous roles.
  • Attention to detail, such as grammar, spelling, and overall presentation of the resume.
  • Alignment with your company's values and culture, as reflected in the candidate's profile or objective statement.

How can I efficiently review a large volume of resumes? 

To efficiently review a large volume of resumes, utilize these strategies:

  • Set clear criteria and prioritize qualifications to quickly identify suitable candidates.
  • Create a standardized screening rubric or checklist to assess resumes consistently.
  • Utilize resume screening software or applicant tracking systems (ATS) to automate the initial screening process.
  • Consider implementing a two-step screening process, where initial screening focuses on key qualifications, followed by a deeper review of shortlisted candidates.

As always, collaborate with your hiring panel to distribute the workload and gather diverse perspectives. Here are tips for effective note-taking during the hiring process.

What are some common resume red flags to watch out for?

While screening resumes, be cautious of common red flags that may indicate potential concerns:

  • Large gaps in employment history without reasonable explanations.
  • Inconsistent or contradictory information provided across the resume.
  • Spelling and grammatical errors that reflect a lack of attention to detail.
  • Irrelevant or excessive information that doesn't align with the job requirements.
  • Lack of clarity or poorly structured resumes that make it challenging to understand the candidate's qualifications.

How can I ensure a fair and unbiased resume screening process?

To ensure a fair and unbiased resume screening process, consider implementing the following measures:

  • Establish clear evaluation criteria based on job-related qualifications.
  • Blind resume screening by removing personal information (such as name, gender, or age) to prevent unconscious biases.
  • Provide training to HR professionals involved in the screening process to mitigate unconscious bias.
  • Maintain documentation and records of the screening process to demonstrate fairness and transparency.
  • Regularly review and update your resume screening practices to align with diversity and inclusion initiatives.

As HR advisors IsoTalent believes in the importance of implementing effective resume screening. By following these guidelines, you can streamline your recruitment process, identify the most qualified candidates, and make well-informed decisions. It's crucial to stay focused on key elements, leverage technology to enhance efficiency, watch out for red flags, and ensure fairness in your screening process. These practices will help you build a strong pool of candidates and ultimately hire the best fit for your organization's success.

Additional Resources

At IsoTalent our team of HR professionals highly recommend implementing these strategies to streamline your internal recruitment process, leverage employee referrals, promote internal talent, and track relevant metrics. By doing so, you can significantly enhance the ROI of your internal recruitment efforts. These strategies not only improve efficiency and cost-effectiveness but also foster the growth and retention of your employees, which is crucial for long-term organizational success. By focusing on these areas, we are confident that you can achieve outstanding results and create a thriving work environment within your organization.

Learn More About Employee Development in the Workplace

How to Maximize Hiring ROI for Budget and Efficiency Strategies

IsoTalent understands the importance of maximizing hiring budgets while improving the ROI of hiring efforts. In the following steps we will address key questions related to hiring efficiency and cost optimization. By implementing these strategies, you can streamline the hiring process, minimize mismanaged costs, unify stakeholders, and reduce time to hire.

How can I maximize my hiring budget and improve ROI?

To maximize your hiring budget and improve ROI, consider the following strategies:

  • Prioritize essential positions to allocate resources where they matter most.
  • Leverage cost-effective recruitment channels, such as online job boards and social media platforms.
  • Implement an applicant tracking system (ATS) to streamline and automate hiring processes.
  • Utilize employee referrals to tap into a network of potential candidates without hefty advertising costs.
  • Invest in employer branding to attract top talent and reduce future recruitment expenses.

Anticipating team needs and setting target growth projections helps improve hiring and retention overall. Check out our interactive workbook for workforce forecasting for more insights.

Invest in Workforce Forecasting!

How can I unify stakeholders involved in the hiring process?

To unify stakeholders in the hiring process, consider these approaches:

  • Clearly define roles and responsibilities for each stakeholder involved.
  • Foster open and effective communication channels to ensure collaboration and alignment.
  • Conduct regular meetings or check-ins to provide updates and address concerns.
  • Utilize technology tools, such as collaboration platforms, to facilitate seamless communication and information sharing.
  • Encourage feedback and input from all stakeholders to create a sense of ownership and shared decision-making.
unifying-your-stakeholders-video-screenshot

How can I speed up the hiring process without compromising quality?

To speed up the hiring process while maintaining quality, try the following strategies:

  • Streamline and simplify the application process to reduce candidate drop-off rates.
  • Utilize technology tools like automated resume screening and video interviews to expedite candidate evaluation.
  • Implement structured interview processes with clear criteria and standardized assessments.
  • Maintain short but consistent communication with candidates to keep them engaged and informed; we recommend keeping formal jobseeker touchpoints (engagement, interviews, and offer) to 4 or less. 
  • Ensure efficient coordination between hiring managers, HR teams, and other stakeholders to minimize delays.

Keep in mind — speed to hire can actually increase candidate quality. Highly desirable candidates are typically on the market for 10 days, which limits hiring managers to a small window of opportunity to engage. Time is of the essence; check out our “Speed to Hire” breakdown for more.

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Minimizing Jobseeker Touchpoints to Secure the Best Talent

IsoTalent understands the importance of implementing these strategies to maximize our hiring budgets, minimize mismanaged costs, unify stakeholders, and expedite the hiring process. By following these guidelines, you can significantly improve the ROI of your recruitment efforts. It's crucial to continuously evaluate and optimize your hiring practices to attract top talent, reduce costs, and optimize human capital to drive your organizational success.

Further Reading

Get recruiting services and start scaling up your teams today!

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Trending HR Buzzwords You Should Know

Explore these trending HR related buzzwords. Understanding these concepts will help you navigate workplace experiences and trends. and drive positive change in the workplace.

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TURNOVER-RETENTION

Struggling with High Turnover? Global Recruiting Offers Measurable Solutions

Why is it getting so difficult to consistently hire and retain good employees?

Read Blog Post

Additional Solutions

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