Talent acquisition is a board level priority with all competitive organisations but few devote the time and resources to make it a true advantage. Fewer still have appropriate metrics in place to evaluate their performance in this area. The field of talent acquisition is complex, competitive and expensive, our advisory services are developed for you to leverage our insights, experience and support to drive recruiting effectiveness and reduce cost to hire.
Building highly objective, values based recruitment processes which reduce cost and time to hire, providing more control over both.
Non-sourced candidate payroll services with complete online time-sheet management and single invoicing.
Managing internal or external full cycle recruitment processes from programme design to delivery against an agreed service level. Provision of onsite recruiters or interview panel Chairs to guide programmes to optimum results.
Market benchmarking for individual roles or full organisation evaluation. Compensation design and implementation support.
Online leadership inventories, emotional intelligence evaluation and skills assessments.
De-risking key hires with full background checks and employer referencing.
Research identification of talent pools for specific roles to be recruited into at a future point, or as back up to key or sensitive positions.
Bespoke recruitment advisory services for discreet organisation challenges.
"Our Advisory Services value proposition is to take everything we have learned in 25 years of talent acquisition and wrap it around a specific customer challenge. We meet key stakeholders to conduct a detailed needs analysis and look at a client's current situation and context. In solution design and delivery, we drive out costs and improve customer talent acquisition results. So while we deliver each of the specific services listed here, we create real customer value by building innovative process responses. "
Michael O'Leary, Chief Executive
email: firstname.lastname@example.org | telephone: +353 1 6321817
The experience candidates have with your recruitment and selection processes plays a significant part in their sense of your employer brand.view more
Small companies need to behave like big companies if that's what they wish to become.view more
Resilience is one of those terms we frequently hear when firms talk about the competencies they seek in new leaders.view more
Negotiating a salary is as much about how you ask, as what you are asking for. It is a complex process which can easily go wrong and see either party painted in to a corner.view more
Succession planning grows employee morale, reduces risk and enables business continuity. But it takes real organisation commitment.view more
Having an effective bench requires that you stop thinking about replacements and start thinking about what future leadership competencies your strategy needs.view more