Enhanced Talent Acquisition Framework
The traditional recruitment method, involving shuffling through numerous CVs and conducting repetitive, monotonous interviews, wasn’t effective for anyone involved. Hence we developed a better approach to talent acquisition, bringing innovation and efficiency to all parties.
Key Deliverables:
We are confident in helping you achieve the following objectives in the process:
- Get the RIGHT EXPERTISE.
- SAVE TIME in the process and focus on your business.
- Improve your EXPERTISE RETENTION rate by 96%.
- REDUCE COSTS by more 60% in the process.
What is Talent HQ?
Our methodology is a tried-and-tested approach that combines cutting-edge search technology with our award-winning digital platform, providing a fully digitized talent acquisition process that delivers outstanding outcomes.
So what does this mean for your talent acquisition process?
- We have streamlined the talent acquisition process.
- We provide candidate shortlists that are available to you anytime and from any device with internet access.
- With multiple candidate videos, resumes, behavioral profiles, and supporting documentation at your fingertips, you can make informed decisions quickly and easily.
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Interview Scheduler
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Personalised Video Introductions
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Executive Summaries
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Behavioural Assessments
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References
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Key Competency Assessments
Bad Hire Calculator
Our bad hire calculator is a free tool that can help you understand the real financial impact of a bad hiring decision on your business
It can be more costly than you imagine.
- Wasted management time
- Loss of business and reputation
- Unrecoverable salary
- Loss productivity
- Agency fees
- Indirect staff turnover
McQuaig Institute partnership for our assessments
People generally hire on skills and terminate on behaviours.
We assess both the jobs and the candidates.
When a new recruit does not work out, it is rarely because their abilities or experience are inadequate. It’s because their BEHAVIOR was not a good match for your company.
To effectively evaluate prospects, you must be able to quantify what makes them important and unique individuals.
Examples of key questions:
- Are they more introverted or outgoing?
- Do they function best in groups or alone?
- Is he or she a leader or a follower?
- What is their management style?
- How do they handle conflict?
Cybersecurity Solutions:
We cover all roles across the following domains:
- Security architecture and engineering (e.g. Security Architects)
- Communication and network security (e.g. Security Engineers)
- Security operations (e.g. Information Security Risk Analysts)
- New Business Sales (e.g. Sales Managers, Sales Executives)
Hire cybersecurity experts with a 96% success rate
