Helping you source, attract and retain top talent!

In a world where disruptive new technologies are changing the face of recruitment on an almost daily basis and today's workforce live their lives on social media, talent is scarce and competition for it is fierce. We help our clients to develop robust recruitment processes and candidate attraction and engagement strategies fit for the 21st century; 


Stage 1 - Review of Candidate Sourcing Channels

Advertising – style & content
Social Media – methods and messages
3rd party Recruiters – choosing the right one and getting the best out of them
Networking
Employee Referral Schemes
Former Employees
Company website/careers site

Stage 2 - Review of people and processes

• Who is responsible for driving our recruitment and candidate engagement activity and measuring its results?
• Interview Hiring Managers (larger hiring management teams will be surveyed rather than interviewed)
• Creating a culture of continuous recruitment
• Candidate experience vs employee value proposition
• Positioning – who are we competing with for top talent?
• Company values/culture – What do we stand for/what values to we want to be known for and would be happy to live by?

    *option to facilitate value creation workshop with top team
• Reputation management
Induction/On-boarding processes and checklists

Report and Recommendations

At the end of stage 2, a full report highlighting strengths (competitive advantages) and weaknesses will be submitted, along with improvement suggestions and recommendations

Stage 3 - Recruitment & Selection Interview Training for your Hiring Managers

Your hiring managers behaviours will only change if their attitude to recruitment changes, which means showing them the importance

of getting it right and the cost of getting it wrong (along with the cost to profit and operational effectiveness of having a key position

vacant for too long).

We teach your hiring managers how to conduct effective recruitment interviews following
recruitment best-practice and provide them    

with some useful tools and techniques to help them extract the maximum benefit from every interview and ensure that your new

recruits get off to the best possible start. 

Specific training requirements can be discussed and agreed during a training needs
analysis meeting, but workshops will always

include as a minimum;
  Setting the scene – candidate attitudes and behaviours
  The cost of getting it wrong and the empty chair exercise
  The importance of taking time to prepare properly
  What happens in an interview and who should be involved?
  Decision-support tools
  Questioning technique
  Rejection Etiquette
  The importance of a strong and structured induction process to get your new recruits settled,

     engaged and performing well as quickly as possible.