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
Employee Referral Schemes
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.