Company dossier or brochure that can be sent to a customer via email or loaded onto LinkedIn or our website. I have also heard of this referred to as a slide deck for clients in a PPT and PDF format that can be sent to potential customers. Company e-brochure. This is to help sell our services to Construction Companies and appeal to Executives at those companies.
Vitality Group – Client Pitch Deck Project
Create a pitch deck that will be sent to customers who are Executive Level Hiring Contacts at Commercial Construction and Real Estate Development Companies nationwide.
The goal of this piece is to educate, develop credibility, show our value and impact and end with a call to action.
Our logo needs to be used conservatively, people images from the industry in the backdrop used conservatively & sparingly.
What’s important to highlight include: statistics, client logo’s, client testimony, graphs, search process summary with a visual design/layout, search timeline, pricing & guarantee and retention rates, how we represent our client and their opportunities with accuracy in the market and our resources.
About our customers: they are relatively conservative and fact/figure oriented so the more we can structure a pitch deck around their natural approach to business the more effective we will be.
Vitality – We help you hire the best
Construction Executive Recruiting & Talent Management Firm
We help our clients with the following hiring formula (boxes or visual of all the attributes our clients people want & needs and our client typically want all of the qualities below – not sure how to create a visual but it is important. Maybe an image of building the right person with a construction image of a person – ties construction and people together with the qualities below – just one idea).
Recruiting talent is a tough job and requires the following
A. You have to first, LOCATE the talent and have multiple talent options for each position
B. Then PERSONALLY CONNECT with the talent under non-ideal circumstances and understand their story and potential motivation to consider a career change
C. ATTRACT them and get them interested in a career opportunity with your firm
D. EVALUATE the talent and determine if they are who you believe they are and who they say they area
E. DRIVE A PROCESS that results in hireability and consensus
F. Make an OFFER that is ACCEPTED and COUNTEROFFER DECLINED
G. Manage the TRANSITION to ensure a proper integration and assimilation occurs
This is very challenging to accomplish under the current market conditions and handling your core job responsibilities as a leader.
(Testimony from a client about trusting Vitality with driving the process on their behalf from cradle to grave, too much to do, not enough time to focus on recruiting, slip through the cracks, timing is everything.)
(Please structure in a simple and easy way to show possible expenses associated with what they might be spending elsewhere or NOT using our firm.)
Possible solutions to locating experienced construction talent & expense include:
Website careers page - $5,000 - $20,000 per year
Social media posts (Facebook, Twitter, LinkedIn Company Career Page, Hootsuite posts) - $3,000 – $25,000 per year
Job boards (Indeed, LinkedIn, Career Builder, Craigslist, Monster) $5,000 - $45,000 per year
Google Adwords $6,000 - $18,000 per year
Advertising (ENR, Magazines, Newspapers, Billboards) $500 – $35,000 per year
LinkedIn searching, LinkedIn recruiter, InMail campaigns $5,000 – $40,000 per year
Employee referral programs $2,500 - $85,000 per year
Subcontractor referrals $2,000 – $15,000 per year
Human Resources $5,000 - $25,000 per year
Internal recruiting team $45,000 - $125,000 per year
All of the costs associated with the above can result in excessive recurring budgets that are not properly utilized and performance expectations managed. The above estimates include the time/billable hours of the staff involved writing job postings, vendor relations & training on their systems, subscriptions, marketing & creative time, management time, advertising and PPC costs, etc…
However, those do not address the critical nature of a thorough search process managed by a professional consulting firm that can help you mitigate against all possible threats the process.
(Testimony from a client about sources used and challenges faced – insert here if needed)
Expertise and specialization in Construction only
Over 25 years recruiting, marketing and talent management experience
Develop real relationships by meeting clients and candidates in-person
Over 50 completed searches annually
97% retention rate after 1 year post search process
Average time to fill is 76 days from search initiation to offer acceptance
Represent small, mid-market, national and international client base
Proactive candidate and talent contact system that notifies specific talent when appropriate and relevant opportunities are available confidentially
We specialize in Confidential Searches for critical positions where discretion is important
Offer a 12-month replacement guarantee for all hired candidates
Search process – separate document that can be added
Our fee’s, terms and guarantees we offer – separate document
The inclusion of a map with positions filled across the country around major markets (similar to a cell phone coverage map could be a great visual as well if there is an appropriate place in the brochure as well).