Principat dAndorra Corporate Presentation January 2018 ---- ---- - - PowerPoint PPT Presentation

Principat d’Andorra– Corporate Presentation January 2018

Talent Acquisition is the process of identifying, approaching and acquiring a relevantly skilled professional on behalf

• f a client.

Stage 1

• Consultation
• Discuss details of the role, technical skills required and personality fit. This allows

us to begin an effective search and identify the best possible prospective candidates

Stage 2

• Research and Identification
• Carry out research into the company, areas of operations and competition to

compile an extensive list of candidates to approach. We have a dedicated research consultant who mines through data specific to the brief. We then identify our extensive target list as we "leave no stone un-turned" in the search for the ideal candidate

Stage 3

• Approaches and Qualification
• Once the list has been approved by the managing consultant we then start to

make informed and confidential approaches to those candidates. We will also qualify them against the brief to determine whether they are to be shortlisted

• A meeting or video interview will be conducted for a more detailed

screening/qualification of the candidates skills and personality

Stage 4

• Short Listing
• Once we have compiled our qualified shortlist of candidates we then present

them to the client and talk through our comments before de-briefing after their

• review. Financial packages will also be disclosed so we can manage expectations

Stage 5

• Interviews and feedback
• Once feedback from the shortlist is given we will schedule interviews for the

selected candidates. Once the interviews are complete we will discuss feedback from the client and relay that to the candidate, whether it be positive or negative

Stage 6

• Offer Management and Offer Acceptance
• We work with both the client and candidate from the start of the process to

ensure expectations are managed and offers accepted. We are there to ensure the process runs smoothly and concludes with the outcome both parties desire

Stage 7

• Due Diligence & Resignation Management
• References are taken and written up for the client to review
• Maintain contact with the candidate throughout their resignation and notice

period to ensure there are no issues

Stage 8

• On boarding

Maintain communication with the candidate throughout their first month of employment and meet with them to ensure they are content with their new

• environment. This also allows us to provide feedback to the client. We also

like to hear about the candidates experience as we take a genuine interest in

• ur candidates careers

Reduce Time-To-Hire KYC Know You Client Increases consistency of hiring Reduction on external spot hiring costs Improved selection process Increased staff retention Better quality candidates and increased new hire productivity Positive brand impact - Professional approach to hiring process Improved Employee Engagement Consistent high quality candidates Enhanced candidate experience Improved hiring manager experience

What does Staffing Management include

Competitive and Limited Market Time Sensitive Niche skill set

Niche skill set Time Sensitive Developing Team Developing Team Competitive and Limited Market