Questions we ask ourselves every day

December 7, 2015

 

Quality of hire

 

In the words of one hiring manager "our ineffective hiring process: it took 3 months to make the hire, another 3 months for the new hire to figure out 70% of the job description was no longer required, left within 6 months, £10K direct recruitment fees, plus another £15K of everyones time. Traditional recruitments starts with job spec and ends with sourcing

 

Can we design an alternative path, one,  to get to exceptional quality of hire for mid-senior roles?

 

Design roles

 

If we are to be competitive, to respond to new and ever changing problems, we need new roles and move away from edit, copy and paste from existing job descriptions.  

 

Can we help hiring managers, step by step, with the knowldge, skills, mindsets, networks and resources required to design new roles that drive meaningful impact

 

Relationships centered

 

Too many of the technology tools (ATS) we see are focused on functionality (checkboxes and automation) and features (CV management, scheduling, etc). Given that most hiring managers recruit somewhere beween 2-5 positions a year...

 

Can we develop tools with integrated training, that is at it's heart designed to build better relationships between the hiring managers and quality candidates?

 

 

 

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