Internal Talent and People team services

An extensive assessment of your current talent offering.

This can be analysis of a singular feature that is not working, be it the Interview process, pipelining talent or a failing ATS system.

Or, perhaps or a more holistic deep dive into every stage of your talent process.

We have helped companies improve their brand image leading to more quality applications, redesigned entire end to end recruitment processes to improve the candidate experience, analysed recruitment funnels for improved ratios and provided interview training and assessments leading to reduced attrition.

Examples of work include:

Interim Head of Talent service
Recruitment team review and troubleshooting
Assessment of existing internal recruitment teams structures
Recruitment process review and redesign
Maximising your ATS system
DATA analytics – recruitment metrics and funnels
Utilizing recruitment M.I. to improve executive decisions
Building Talent Pipelines
Workforce Planning Strategies

Outsourcing to a 3^rd party provider
TUPE services
Cost/budget analysis
Improving the candidate’s journey
Risk identification
Hypergrowth – scale your talent team as your company grows
Selecting an RPO and efficiently managing tenders and RPO renewals
Succession Planning

REASONS TO SPEAK TO US!

Examples of why clients have contacted us:

We need to scale at pace and need to understand how to upskill our internal talent team

I need to understand how to get more from every one of my recruiters, but don’t know where to start

I need to urgently build out in a new location and require specialist local expertise and sector advice

What does good look like? As CHRO I’ve never actually run a recruitment team..help!

I’m not sure our executive team is basing critical workforce planning decisions on credible data points

How can I properly measure our recruitment metrics? What is our cost per hire, time to hire, quality of hire and direct hire ratio?

We are spending too much money on expensive agency hires with an out of control preferred supplier list

Is our EVP fit for purpose? How do candidates view our brand, career site and rate us on Glassdoor and Google

Our turnover is too high and attrition on new hires is completely unsustainable

What is a social media strategy?

The benefits, cost savings and efficiencies:

Reduce HR time spent on the recruitment process, enabling HR to operate at a more strategic level
Grow your company’s recruitment brand and increase the number of direct hires
Implement an effective “best of breed” recruitment process
Reduce reliance on 3^rd party agencies, ensure rates are competitive and represent value for money
Explore benefits of using an outsourced partner or RPO
Reduce the cost of recruitment and increase ROI on talent systems
Up skilling hiring managers in competency-based interview techniques and the selection of candidates

Improve the quality of hire, reduce time to hire and improve referrals
Streamline and embed an effective recruitment process for hiring managers, candidates and the People team
Improve communication with stakeholders and engage and embed a support structure of aligned business units across operations, finance, IT, HR and the Executive Management team
Utilise quality benchmarking data across industry pay rates, supplier margins and recruitment ratios to help establish best practice and a consistent, repeatable, measurable approach
Mitigate people risks that can derail company growth plans