Uncover the Finest Talent

Hollister’s stability in the marketplace comes from years of constantly improving our process to fit our clients’ ever-changing needs. As we watch our clients innovate and grow, it is our goal to consistently strengthen our relationships and evolve alongside them. With over 60 consultants averaging seven years of recruiting experience, we understand our industry like no one else.
 
Building deep and lasting client relationships has been integral to our success over the past two decades. Because we take the time to get to know your company’s key players and leading values, we are able to send the best-suited professionals to every interview, every time.
 
Before we refer candidates to you, we analyze your business structure, experience your internal culture, and note the nuances that make your organization truly unique. With all of this in mind, we compose an exclusive, in-depth guidebook designed to inform each candidate about who you are and what you look for in your employees. Using this strategy, we continue to develop and maintain our strong client base and impressive referral network.
 
Hollister recruiters combine proven staffing methods with new and unconventional strategies for sourcing and evaluating New England’s top talent. While each of our Boston recruiters has a unique approach to recruitment, all of our staffing specialists employ some similar techniques. Behavioral Event Interviewing and Recruiting 2.0 are among the unique techniques used in Hollister’s recruitment process.
 
Behavioral Event Interviewing is designed to uncover specific past actions and experiences that can accurately predict future job performance. Using this method, our Boston recruiters uncover skills that do not come through on paper, revealing the personal qualities that make a candidate the perfect fit for your organization.
 
Exclusive to Hollister, Recruiting 2.0 is a new initiative that leverages Web 2.0—social media—to help identify the ideal candidates for your organization. We’ve created and now moderate a strong network of online communities for Boston professionals. These forums are designed to attract passive candidates who do not frequent popular job board Web sites. Thus, using such social networking tools as Twitter handles, Facebook fan pages and blogs, we can position opportunities in front of an otherwise unreachable audience.