ASSURED DELIVERY MODEL
Hive Mind: four heads are better than one: unlike most recruitment companies, every client we partner with benefits from our combined 60 years of recruitment experience – the collective expertise of our team of four recruitment specialists as we collaborate on every search.
Design Thinking: it begins with crafting a dream job – the opportunity narrative – followed by developing a buyer persona that guides our research team to define the target market and establish talent liquidity. This process leads into a structured, agile search, the execution of compelling outreach marketing communication, flows seamlessly into an effective interview process, and concludes with expert offer negotiation.
We host a weekly steering call to present our progress, and plan for the week ahead.
Transparent: our hiring platform offers real-time access to individual assignments: profiles, insights and talent intelligence can be viewed anytime, anywhere.
Stakeholder Workshop
We get together with all hiring stakeholders to consider the context of the role, the expected ROI required from it, how it fits in with the rest of the organisation, and work out what and who is best placed to add value in the role.
Opportunity Narrative
Outlining WIIFM: We create a 3 dimensional description of the role - the past: why it's required, the present: scope & scale, future: impact and recognition the successful candidate would make in the role. From this we create a candidate pack for all long-listed candidates.
Buyer Persona
We explore ideas on who would be the ideal candidate for the role - what ROI they would offer and importantly the ROI the role would offer them - too little and it's dead in the water, or worse - they join and it does not motivate them sufficiently. We then create a snapshot of our ideal candidate profile.
Market Map
Our research team perform a talent liquidity check: identify competitor and related companies where our idea candidate prospects can be found, then drill down and identify them.
Targeted Outreach
Our expectation is 90% connections. We allow one month to achieve this number. We create compelling messages, utilise our hiring platform for timed message sequencing and follow-up with phone calls. Depending on the circumstances, if all else fails we utilise novel attention-grabbing approaches - cakes, postcards, colleagues and occasionally canvassing them at their place of work.
Candidate Management
We perform first interviews using 4 big questions pre-agreed with hiring stakeholders. These are designed to provide context and conversation starters for the next interview. We then start shortlisting and recommending interviews - we manage the expectations of every candidate as they move through our hiring platform.
Offer Negotiation
ROI meets ROI. A process we have facilitated over 1,000 times during the course of almost thirty years, ensuring win / win for both parties.
On-boarding
We support hiring stakeholders and the successful candidate to ensure all parties are on the same page as they ease into their new role.
Regular check-ins
We confidentially check-in at regular intervals.
