How ambitious is your talent strategy?
How ambitious is your talent strategy?
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Excellence in Talent Sourcing is not posting a job ad, filtering the responses and choosing the best of the group that happened to be actively knocking on your door at that time.
It's about finding the best possible individuals within a finite talent pool, engaging them in a compelling and persuasive way, and securing their services in an inevitably competitive market situation.
Top performers always have multiple options. No matter how strong your employer brand or value proposition - your company and the role need to be presented to in demand candidates in a personal and compelling way that seperates you from the competitive noise at the top end of the talent market.
We are your direct channel to exceptional people that others simply do not have access to.
Candidate Discovery & Market Mapping
Candidate Discovery & Market Mapping
Our candidate discovery process builds a comprehensive map of the individuals within a particular finite talent pool, gathering data points on their specific achievements, abilities and performance that forms a normal distribution curve with the exceptional performers at one end and the under achievers at the other.
We are ambitious in the level of talent we reach for. Starting at the top and working our way down, we succeed where others don't with proprietary value added engagement tactics that achieve a 99% response rate from even the most in demand talent pools.
There is no guess work, our method is backed by hard data and research that removes ambiguity and informs decision making with high quality real time talent market intelligence.
Talent Acquisition Services
Talent Acquisition Services
Work8.co offers first class capability across the full suite of talent acquisition needs. With a range of engagement options from complete recruitment process outsourcing to component based specialist expertise to supplement your existing team, we are your edge for in competitive talent markets.
Delivered onsite or as external consultants we offer industry leading solutions that guarantee optimal results, and a more diversified talent pool for you to select your people capability. Book a call today to learn more about our range of capabilities:
Our pitch to clients looking to grow their teams
Our pitch to clients looking to grow their teams
In the context of business performance, the level of skill and ability you on-board is all that matters. Even minor increments of better capability will have an exponential impact on the quality of outcomes achieved.
The modern recruiting model is broken. We understand you want to minimize costs, increase speed and efficiency, and often have procurement style supply agreements and/or internal teams dedicated to your talent acquisition mission. We aren’t suggesting you change any of that for now, in fact we encourage you to take an INCLUDE mindset to any and all sources of talent.
The talent acquisition services business is incredibly competitive. It has almost a zero barrier to entry, thousands to “experts” and a well-oiled sales machine whose agenda is more often than not controlling your talent pipeline through “exclusivity” or as a gatekeeper to minimize competition to them or avoid comparative scrutiny.
Fortunately for us the talent services business is also and industry with black and white results – we either find you the best individual for your needs at the time or not. Not all recruiters are created equal and we always distinguish our ability through results against any level of competition.
Working with us is a risk vs reward scenario. It costs you nothing to look and assess the candidates we deliver. At a time when optimizing talent acquisition outcomes is the number 1 determinant of organisational success – what have you got to lose? We might just be as good as we think we are.
Insight into the thinking that underpins our methods and success in Talent Acquisition
Insight into the thinking that underpins our methods and success in Talent Acquisition
Human beings are impossibly compromised by unconscious bias, the search for validation of their own views and opinions, and the blurred line between who they can be friendly with, and who will most effectively execute in a way that challenges ideas in a way results in the evolution of the best solutions.
We don't profess to have all the answers to the modern hiring challenges - one thing we do know for sure is that there is no one size fits all, or technology based solution that guarantees excellence and beware anyone advocating one.
Our success has come from our boutique approach which allows us to be agile, adaptable, receptive and hungry for new ideas, and to quickly incorporate the best of them no matter where they come from. Exceptional people can and do come from the most unlikely channels - keeping an open mind to all is your best strategy to ensure you don't miss those rare opportunities to secure a game changing candidate.
Aim for the top
Aim for the top
Be ambitious, target the very best individuals in the talent pool (regardless of the likelihood you think you have of getting them) and work your way down.
A volume or funnel approach - the more candidates you put in the better the result - will never secure you the kind of game changing talent that delivers true innovation. Like anything in demand, rare talent requires a careful, considered and targeted approach to successfully hunt them.
Diversity of sourcing channels
Diversity of sourcing channels
Exceptional talent can come from anywhere, and often does from the most unlikely sources.
Diversity in a shortlist is is the most important element, yet many talent functions and HR teams ruthlessly restrict the inclusion of potential candidates that have come from any source other than the ones directly funneled by them. Critical executive and technical functions are too important to take an exclusionary approach to the talent market. Always keep an open mind to where ever that talent may come from.
Who challenges the status quo?
Who challenges the status quo?
Great teams are all about the combination of different skills, ability, experience and perspective combining to produce the best possible solution in an almost evolutionary process.
Engage individuals that will challenge the team with constructive new ideas that come from very different place to what you already have.
Interview consensus is a poor indicator of on the job success
Interview consensus is a poor indicator of on the job success
It is too easy for savvy candidates to game the interview process,. Even when they don't the subjective interpretations from hiring managers and team members from 1-2 hours of conversation with a potential candidate are tainted by the unconscious bias element.
We advocate and design practical real world or hypothetical task based assessments that represent the more challenging aspects of the role or gig once a candidate were engaged.
Output, even in a limited amount, is a far better predictor of future success than even the best expert opinion.
Success ratios and data analytics
Success ratios and data analytics
Analyzing data in a talent acquisition context is critical. Judging the success or failure of a hard set of rigid criteria or set ratios however should be carefully considered.
For example. Many organisations use conversion rates as the yardstick by which talent acquisition is bench marked how many candidates in the funnel, how many past the interview stage, how many offered and of those offers how many accepted.
The unintended consequences of this approach can be damaging. All stats and data are open to manipulation and gaming. The best best way to lower the conversion rates in talent acquisition? a wholesale lowering of the standards expected of new hires.
Having candidates reject your offer is not ideal but having 100% of offers accepted is far more concerning. If you aren't losing some highly desirable candidates in the process - you aren't being ambitious enough in the level of talent you are going after.
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