TALENT AQUISITION

Job descriptions and requirements:

Clearly defined job descriptions and requirements that accurately represent the roles within the organisation.

 

Sourcing strategy:

A well-defined strategy for sourcing candidates, including channels such as job boards, social media, employee referrals, networking events, and partnerships with educational institutions

 

Candidate screening:

Thorough screening of applicants to ensure they meet the qualifications and skills required for the position

 

Candidate assessment:

Administering assessments, tests, or skills evaluations to measure a candidate's abilities, competencies, and cultural fit with the organisation

 

Candidate experience:

Ensuring that candidates have a positive and professional experience throughout the recruitment process, regardless of the outcome.

 

Talent pipeline development:

Building and maintaining a pipeline of potential candidates for current and future job openings

​

Offer negotiation:

Assisting with the negotiation of compensation packages, benefits, and other terms of employment to secure the candidate's acceptance of the job offer.

​

Background checks and references:

Conducting background checks, reference checks, and verification of qualifications.

 

Recruitment metrics and reporting: Tracking and reporting on key recruitment metrics, such as time-to-fill, cost-per-hire, and source effectiveness.

​

Employer branding and recruitment marketing:

Developing and implementing strategies to enhance the organisation's reputation as an employer of choice, which can attract top talent.

​

Diversity and inclusion initiatives:

Implementing strategies to attract a diverse range of candidates and promote diversity and inclusion within the organisation.

​

Hiring manager collaboration: Collaborating closely with hiring managers to understand their specific talent needs and provide guidance throughout the recruitment process.