TALENT

Good people. That is the answer most often provided by successful leaders when asked to define the secret of their organization's success. Yet, for most, the hiring process and talent development are often two of the most neglected areas of business management.

In a world driven by speed and cost control, companies often rush to fill vacant positions in the most cost-efficient manner, with little regard for the consequences of making a bad hire.

By considering needs in advance, investing in a process, being diligent in candidate selections and successfully onboarding, organizations can not only avoid bad hires, but they can indeed do so both cost-effectively and in a timely fashion.

Good people are not the result of good fortune. They are a reflection of the organizations they work for. Those that invest in sound hiring, development and retention practices will reap the benefits.

Three Pillar Reinforcement

While an organization's efforts may focus on talent acquisition and development, the likelihood of success will be far greater if supported by solid foundations of strategy and engagement. By providing staff with direction and a supportive work environment, the benefits of having talented people will be amplified, and their commitment to the organization will significantly increase.

STRATEGY

Support Required

Vision & purpose

Organizational values

Organizational objectives

Customer focus

Action plans & priorities

Ownership

TALENT

Desired Outcomes

Reduction in unwanted turnover

Better candidates at reduced prices

Strengthening ongoing talent pools

Consistent hiring practices

Succession plans

Onboarding & retention best practices

HR policy & risk mitigation

Performance management programs

ENGAGEMENT

Support Required

Effective leadership

Organizational fit

Collaboration & team building

Effective communication

High-performance culture

Work arrangements

Our Services

Whether the objective is to improve the quality of external hires, more ambitiously, bring the entire recruiting process in-house, or to simply develop internal resources for promotion, we can help.

Our years of experience in recruiting and corporate management provide a unique perspective on the processes required to develop good people. We focus on four primary areas of need:

Skills inventory evaluation
- identification of talent needs based on company strategy
- organizational structure design to support the vision
- job benchmarking & scorecard development
- succession planning
Talent sourcing
- inbound & outbound candidate sourcing plans
- interview support
- job profiles and prioritization of selection criteria
- promotional documentation for ad placement
- onboarding programs for incoming talent
Employee support
- strategically integrated performance management
- market-based compensation reviews
- policy and compliance