Profiling

The candidate discovery/profiling phase is vital to the success of your hiring process, and it starts with;

• Gaining a deep understanding of the role and why it has come about. The background to why your company is hiring sets the tone for the process.
• Crafting the role into something meaningful and specifically for your business to help you get the right match.
• Exploring and understanding your company’s objectives, values, and brand offers candidates an insight into your company and culture.
• Developing a profile/avatar for the role to reflect these criteria will ensure a successful, long-lasting hire.
• Determining the financial package, training, development, accountability of the role will align the candidate to their new career.

Mapping 

We use extensive search criteria to find your candidate;

• By assessing and comparing the candidate profile against all talent, those who are active job-seekers and passive candidates ensure we reach the optimal number of candidates
• We tap into a variety of sources to find your candidates, which includes a large in-house network of national and international talent and tailored searches of appropriate channels – databases, commercial networks and more
• Delivering transparency and accountability for the process and the flexibility to make changes as required allows us to refocus along the way and refine our searches as required

Screening 

Our approach is tailored to you  by

• Defining the screening process according to your requirements and then making it known to all parties
• Being clear on accountability, timing, stages, stakeholders, key deliverables, milestones and approval to ensure they run smoothly
• Determining the appropriate level of your company’s branding and messaging through candidate communications during the engagement 
• Deciding on the preferred interview platform (in person or online) for each role 
• Formulating the style of interview (character or competency-based, one-to-one or panel)for each role 
• Training the hiring manager in competency-based interview techniques and assessment where necessary to ensure best practice (at your request)
• Focussing on candidate engagement and measuring the candidate’s enthusiasm throughout the selection process generates a positive experience through resignation, role acceptance and onboarding.
• We aim for a positive experience for the unsuccessful candidates as it is important to protect the reputations of all stakeholders.
• We manage references and feedback, noting only pertinent information to streamline events.
• Considering third-party screening and testing resources (at your request)

Onboarding 

Our onboarding process mitigates risk and enhances the journey for all parties by;

• Focussing on your company’s brand as we believe that a thorough approach fosters a positive experience and strengthens cultural fit in a positive way
• Delivering a digital guide to assist in career management helps explain what candidates can expect from the process,  paperwork, and other admin tasks.
• Outlining and defining their first day, buddy systems, mentoring, and training to help make the candidate feel welcome, confident, and assured.
• Promoting the use of CFR (Conversations, Feedback & Recognition) is the optimal alternative to annual reviews and KPI’s.
• Celebrating key milestones helps the candidate to feel confident and empowered for success.

While Target Impact believes that the framework includes profiling, mapping screening and onboarding, we foster and cherish psychological safety in the workplace. We encourage you to practice employee empowerment. Target Impact is confident that allowing the new employee to progress “safely” will benefit your organisation.  We aim to continually partner with you in improving these processes to help you stay on track.  This consistency in approach extends to monitoring, tweaking and realignment but importantly, in ongoing Conversations, Feedback and Recognition

Want to find out more about working together? Contact us to set up a meeting or submit your details below.