Connect the Dots
When you think about business strategy, you’re thinking about competition. Strategy can only be complete when you consider how your product, services, or brand compares to what’s in the market.
We think of a company as the interaction between PEOPLE, PRODUCT, and MARKET.
There’s no shortage of data solutions and methodologies that help connect products and services with clients. Go-to-market strategies are built on a firm understanding of the market itself and using data and feedback to iterate quickly.
But companies often fail to have the same rigor when building a Talent strategy.
Why Talent Strategies Are Incomplete
Most companies rely too much on internal data.
The quality of the questions and answers drops significantly when only looking at internal KPIs.
A company’s revenue increasing by 10% means little without the comparison. If all competitors are growing revenue at 70%, that gives you better questions and answers on your internal KPIs.
The same happens with Talent KPIs. To understand if you’re winning or losing the war for talent, you need more than internal data.
You need an easy way to digest and share insights about the market without having to subscribe to multiple data platforms that will give you an incomplete picture, or hire a team of data analysts to clean the data and make it useful.
How Our Research Helps
We spend months gathering and cleaning Talent data so you don’t have to.
Our reports include detailed competitive analysis so that you can compare your Talent data with established companies in your own industries.
Your strategy meetings will improve and be more productive when incorporating our research and insights.
Better data opens up an opportunity for better questions.
We uncover insights about your specific market and help you go beyond your own KPIs to widen your field of vision.
How It Works:
Recruitment Optimization
- Recruiter training
- Recruitment Process Optimization
- Hiring Manager influence
- Building trust with candidates
- How to onboard and ramp up a new Recruiter
Onboarding and Ramp-Up
- Candidate engagement post-offer
- Hiring Manager onboarding guide
- New hire onboarding check in
- Culture onboarding review
- 90d onboarding guide
- 180d ramp-up program
- Quality of Hire measurement
Talent Attraction
- How to optimize your career page
- Job post templates that attract the right talent
- Referral programs that scale
- Social recruiting playbook
- Content strategy blueprint
Talent Acquisition Enablement
- Hiring process blueprint
- Sourcing tools and templates
- Interview guide builder and template
- Performance Dashboard
- Weekly enablement content
Download a Sample Report
State of Talent: Big Six Ad Agencies - US Q1 2023
Download a free sample of our premium research, where we deep dive into the talent flow of the biggest advertising holding companies in the US.
FAQ
Yes, we can also recruit for your roles. We have separate service packages for recruiting depending on the number and level of active roles. It scales according to your needs. If your internal team can handle the demand, we can continue to work with them on the talent enablement, onboarding, ramp up, and talent attraction solutions. If hiring demand exceeds capacity, our team can come in and help. We’re flexible.
Our goal is to accelerate your hiring and talent programs. It will depend on your current process and time to fill. We had experiences where the company had an average time to fill of 60 days (which is a long time but not uncommon in large corporations with inefficient processes), and we were able to reduce it to 45 days on average. Other companies may have the opposite problem, where they hire too fast but don’t take into consideration the quality of hire and performance.
When you sign up for our Recruiting service, we will own the entire process. After getting all the relevant information and aligning expectations, the speed will depend on the complexity of the role, the competitiveness of your offer, and the talent availability. Entry-level roles can take as little as a few days, while senior management and executive roles take on average two weeks. The timeline expectation is defined at the kick off meeting.
No. If you have a structured onboarding program, you should continue it. We will work alongside you to include the necessary parts of our program without disrupting what already exists. It is seamless for your company but makes all the difference for the candidate and hiring manager.
Since our recruitment service is not priced on a single-role basis, we can work on all your roles as long as you are a client. When you cancel, we can’t replace hires who left. Otherwise, we would need to charge on a per-hire basis, which is not our model.
We don’t use an executive search or contingency agency model. Our clients pay monthly or quarterly and gain access to the services within the package they chose for that period. There’s no cost per single hire, therefore, no retainer.
It depends on where you are and where you want to go. As with anything that’s worthwhile, greatness takes time. But we make sure to include resources and systems that can give us quick and meaningful wins within the first month.
The better the Talent Acquisition team, the more valuable our help will be. We need a robust TA operation to ensure that our systems and resources will be used well. Our role as Talent partners is to enable and empower internal TA. Our clients’ TA teams gain access to exclusive content, training sessions, and tools to accelerate learning and performance.
If it’s working well and it’s on par or better than the best ones we know, then no. If the conversion of referrals is low, then we need to understand why and create opportunities to improve it.
Need more?
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If you still have questions, send a message and we’ll get back to you as soon as possible.