ATTRACT, RETAIN, REWARD
We know that finding, hiring, and engaging employees is crucial for your business to thrive. We also know that it can be complicated to balance your core functions with your people needs. That’s why we’ve assembled a list of resources written or curated by our recruiters. We hope these resources will make your work easier.
ATTRACT, RETAIN, REWARD
Need hiring and onboarding tips, compensation advice, and more? Look no further!
We’ve collected some excellent resources to help you and your organization adjust to the new normal.
We’ve been having some great virtual conversations with our business partners around leadership, innovation, and connection during this unique time.
President, NAI Director
We sat down with Jordan Elliott of NAI Elliott for a virtual interview to discuss his leadership through this extraordinary time and his predictions for the commercial real estate industry and the future of small business.
DCP Training & Development
What role will consultative partnerships play in helping businesses thrive post-pandemic? Dana Pratt of DCP Training and Development shares her insight and talks through the strengths she’s leaning into to inform her work moving forward.
Dr. Derenda Schubert, Executive Director of Bridge Meadows, sat down with us to discuss the changes her nonprofit has made and the lessons they’ve learned in order to better support each other and the intergenerational communities they serve.
Working with Boly:Welch means tapping into expertise gained over three decades and all of the relationships, networks, and connections that come with that. In an industry with a turnover rate of over 300 percent, our recruiters have an average tenure of 7.5 years. Active volunteerism, philanthropy, and environmental sustainability run deep in Boly:Welch’s culture. We’ve been voted as Best in Staffing by Inavero and Best in Class by our clients and candidates. You can check out our reviews on Google, Facebook, Glassdoor, and Yelp – we’re proud of our reputation and our work. Learn more about what we do here.
Yes! To best serve our clients, we specialize in a few key areas: Accounting, Financial Services, HR, Legal, Office Administration, Footwear & Apparel, Marketing & Advertising, and Executive Search. If your needs fall outside of these areas, we might not be the right agency for you — it’s a bit like a personal injury attorney trying to assist with your taxes. However, we’re happy to provide referrals or other support if we determine we’re not the best resource.
Yes, you can look for candidates on your own or with another agency. However, like any relationship, the best results come from true partnerships. If you trust us to do what we do best, we guarantee you’ll be impressed and we will prioritize your search accordingly. If we know you’re relying on us exclusively and there’s open communication, you’ll have our full attention and energy.
We take a multi-pronged approach to sourcing and recruiting that involves online postings, Boolean sourcing, a deep referral network (in some industries, almost half of our placed candidates are referrals!), active networking in the community, diverse community partnerships, and professional and industry groups. If it was easy and quick to find the right person for a role, you’d have hired them already! We spend most of our time building relationships and making connections for the benefit of our clients.
Duration and invoices, mainly!
Contract Temporary roles can be anywhere from one day to a year or more, and we have recruiters who focus on these types of positions in each of our specialty areas. The skill level and rigorous vetting are the same as our direct hire candidates, although contract temporary candidates are usually not currently employed, which is why they are available immediately. You’re billed for hours worked by the candidate and receive a weekly invoice for work performed that includes the candidate pay and our fees. To convert a temporary candidate from our payroll to yours, you would be billed a direct hire fee discounted for the days temped.
Temp-to-Hire positions are a hybrid between contract temporary and direct hire roles. The candidate starts on Boly:Welch’s payroll. After a predetermined number of hours, usually 520, or roughly 90 calendar days, the candidate converts onto your payroll. Until we’ve reached the predetermined hours, you’re billed an hourly rate once a week that reflects the candidate pay rate and our fees.
Direct Hire roles typically have the widest pool of candidates because passive candidates who are ready to move for the right opportunity can be recruited. These candidates start on your payroll, as your employee, from day one. Upon hire, you’ll be billed a percentage of the candidate’s annual salary.
This is a very abbreviated explanation – more information can be found here.
We meet in person or perform detailed phone and virtual interviews with every single candidate we introduce to you. This process usually includes an interview, skills assessment, and reference checks.
We offer a variety of other employment checks upon client request, including background checks, credit checks, degree verifications, and drug screens. For these additional screens, we follow state and federal laws in both letter and spirit.
Hiring is time-consuming and the costs of a mis-hire are significant – some studies say upwards of 150% of that employee’s salary. Like other professional services, we’re experts who can help you find and retain great employees so you can focus on your core business. We can deepen and diversify your pool of available candidates, offer market and salary insights, hone in on exactly what each party needs, coordinate the interview and pre-employment process, provide honest feedback, act as a third-party during negotiations, and provide ongoing consultations for your business needs. All of this leads to great employees, while still giving you time to focus on running your business.
Absolutely! We stand by our work, seek long-term placements, and guarantee your satisfaction. We offer several industry-leading guarantee options; speak with your recruiter about the best solution for you.
Our process can be tailored to your needs, but generally includes in-depth conversations with you about your business and the role, interviews with vetted candidates, feedback, compensation negotiations, closing an offer with your chosen candidate, pre-employment screening, and ongoing consultations as needed.
We work on your timeline and will match your urgency. If you need a critical hire tomorrow, we will do our best to send over candidates today. We collaborate with you around your needs, availability, business timelines, etc. We will set expectations with you, but ultimately, we’re not making widgets – we’re building relationships.