Have you defined the role you’re recruiting for? If you haven’t the rest of the process will be pretty difficult

We advocate talent mapping that’s a bit more sophisticated than just specifying the next job you’re looking to fill – or the next employee you’re looking to replace. Talent Mapping should be about a long-term workforce development plan. A workforce development plan is about making the links between the business strategy and your people strategy. It’s about understanding your busines growth trajectory, anticipating what people you need, when, then ensuring that you have the right number of people with the right skills and right behaviours – and you have them in the right places at the right time.
Because we work with you as your HR Consultants, and link our business strategy to your people strategy, we’re able to ensure that you have a workforce development plan that’ll ensure that you’re not left short on the required talent you need to meet your expanding order book. We’ll then help you specify those roles – with what skills are required for them to fulfil the role – and also what behaviours are required to make them the right fit.

We’re not a recruitment agency. And neither are our recruitment partners, Recruit123. We use Recruit123 to combine the best of the rest to provide a service that’s unique: the expertise of an agency recruiter and the tech-savvy marketing know-how of on-line Job Boards.

At the heart of our recruitment process, with Recruit123, is writing an effective Job Ad, based on your job specification. The truth of the matter is – if you don’t get the advert-writing bit spot-on, you’re pretty much stumped for the rest of the process. It doesn’t matter where or how you advertise, without the right description you simply won’t get the candidates you hoped for – let alone prime candidates to interview and choose from.

We work with Recruit123 to write professional copy to attract the right people for your role – and to optimise it with SEO wizardry to make sure it appears high up in the list of the right searches for you.

The methods for selecting the right employees are many and varied. They include preliminary screening, phone interviews, face-to-face interviews, assessment centres, a test assignment, psychometric testing, and, even, a trial day

What matters is that you’re objective in your selection process. So, we use the job specification we’ve worked up with you to establish the right selection criteria – and then the right method(s) to assess those criteria.

To add to the objectivity (because people do embellish the truth at interviews) we’ll add in some form of psychometric testing, also known as personality profiling. We use them to understand people’s behaviours, to assess whether they’re a right for the role, for the team and for your company with its own unique culture.

What’s more, we know that no-one’s going to be perfect from day one, so our assessment will identify any gaps with any new hire – and the training and development they’ll need to pick up the pace quickly and hit the ground running.