Research, Identify, Attract Partner with an organisation Construct a sustainable Provide clients with Detailed research into and Deliver high quality to manage all or part of their Talent Pipeline of market insight, news and the market, allowing us professionals, utilising recruitment, including the relevantly skilled perceptions of their to provide our clients various methods to process and strategy to professionals to reduce brand within the market with a map of certain acquire the best ensure maximum efficiency Time-to-Hire and cost. A organisations structure individuals for our clients and effectiveness highly effective solution and size for competitive or niche skilled disciplines
• Interviews and feedback • Consultation • Once feedback from the shortlist is given we will schedule interviews for the selected candidates. Once the interviews are complete we will discuss • Discuss details of the role, technical skills required and personality fit. This feedback from the client and relay that to the candidate, whether it be allows us to begin an effective search and identify the best possible Stage 5 prospective candidates positive or negative Stage 1 • Research and Identification • Offer Management and Offer Acceptance • Carry out research into the company, areas of operations and competition to • We work with both the client and candidate from the start of the process compile an extensive list of candidates to approach. We have a dedicated to ensure expectations are managed and offers accepted. We are there to research consultant who mines through data specific to the brief. We then ensure the process runs smoothly and concludes with the outcome both identify our extensive target list as we "leave no stone un-turned" in the Stage 6 Stage 2 parties desire search for the ideal candidate • Approaches and Qualification • Due Diligence & Resignation Management • Once the list has been approved by the managing consultant we then start to • References are taken and written up for the client to review make informed and confidential approaches to those candidates. We will also • Maintain contact with the candidate throughout their resignation and qualify them against the brief to determine whether they are to be shortlisted notice period to ensure there are no issues Stage 7 Stage 3 • A meeting or video interview will be conducted for a more detailed screening/qualification of the candidates skills and personality • On boarding Maintain communication with the candidate throughout their first month • Short Listing of employment and meet with them to ensure they are content with their • Once we have compiled our qualified shortlist of candidates we then present new environment. This also allows us to provide feedback to the client. them to the client and talk through our comments before de-briefing after Stage 8 We also like to hear about the candidates experience as we take a Stage 4 their review. Financial packages will also be disclosed so we can manage genuine interest in our candidates careers expectations
Positive Business Effective Recruiting Efficient Recruiting Impact Reduce Time-To-Hire Consistent high quality candidates Increased staff retention Better quality candidates and increased KYC Know You Client Enhanced candidate experience new hire productivity Positive brand impact - Professional Improved selection process Increases consistency of hiring approach to hiring process Improved hiring manager Reduction on external spot hiring costs Improved Employee Engagement experience
Developing Niche Team skill set Niche skills Time Sensitive Competitive Competitive Market Market Time Sensitive Developing Team
Calgary Head Office Andorra U.S Bermuda Switzerland Egypt Bahamas & Caribbean region Singapore
Recommend
More recommend
