What We Do
Talent Consultancy
What’s your strategy?
Having a clear strategy for talent in your business is critical to achieving your overarching goals and objectives. After all, you have a strategy for sales, a strategy for operations, so why wouldn’t you have a strategy for talent?
Many organisations still have little or no structure behind their recruitment activities. Even fewer have taken the time to develop a link between their hiring strategy and their organisational values. We believe the two should be intrinsically linked if you really want to get the best out of your people.
We’ve worked with many organisations to help shape talent strategies that work to support the company vision. By using organisational beliefs and behaviours to determine how we shape your hiring strategy, we can help you to future-proof your organisational culture and build a robust talent and recruitment strategy that finds, attracts, selects and develops only the best people for your team.
We support our clients through every stage of this process, by listening, challenging, coaching and advising until you have absolute clarity of your approach to strengthening talent across the senior team and the entire business.
1. Understand Yourself
Before starting to build a talent strategy, a level of self-awareness must exist within the organisation. It is impossible to accurately decide who you need to recruit at any level before first understanding who you are as an organisation. We help you to determine….
- Your Organisational Values – What are the deep rooted beliefs that cement us and that underpin our work?
- A Clear Purpose – Why we exist?
- A Future Vision – If we achieved our purpose, what would the future look like?
- Transparent Goals & Objectives – Co-created goals that link with the purpose and vision and are only achievable by living the values of the organisation.
2. Define Talent Requirement
Having gained a better understanding of exactly who you are in the world and what future you want for your people, then comes the important task of defining who you need in the business to help you achieve those goals. We take a practical approach to helping you define…
- Immediate / Short Term Requirements
- Future / Long Term Requirements
Through the muck and bullets of day-to-day operations, sometimes it's difficult to see past the present time situation. We help leaders lift their heads above the parapet and gain a clearer view of what lies ahead and what they need to do to ready themselves for future talent needs.
3. Build A Robust Talent Strategy
Having clearly defined what talent we need to support our company goals, we then take a step-by-step look at every stage of your recruitment process, helping you decide the best approach to support your predefined goals and linking everything back to your vision and values.
- Finding: Tailoring specific recruitment methods by job-function, department, seniority, identifying partners, embedding systems and developing a strong employer brand in the market.
- Assessing: Embedding values-based assessment across the board
- Selecting: Developing robust measures for selection AND deselection for ALL candidates prior to offer, eg: Developing selection stakeholders, defining the selection agenda, referencing.
- Onboarding: Supporting the process of organisational socialisation through Role Clarity, Orientation Programmes, Coaching & Mentoring.
- Developing: Providing ongoing coaching and mentoring for executives and senior managers and developing a ‘coaching culture’ across the business.
We support our clients through every stage of this process, by listening, challenging, coaching and advising until you have absolute clarity of your approach to strengthening talent across the senior team and the entire business.
Case Studies
