I work with employers to take a long-term view of their talent strategy in line with their business strategy.

What is your five-year business plan? Is it organic or acquisition growth? Diversification or geographical growth? And where is the talent you need to help take you there. Already in-house and developable? Or do you have a need to recruit externally?

Underpinned by an authentic and well-developed Employer Brand this gives an employer a roadmap for its current and future talent and development needs.

Recruitment process planning takes the chance out of hiring activity

Recruitment can be seen as a distressed purchase and often employers have no choice but to make quick hiring decisions based on unexpected departures in their workforce. In this scenario I quickly take employers on a planning journey to ensure a successful outcome:

• Market context – where do your ideal candidates hang out and how do you reach them
• Compensation competitiveness – assessing how our total offering stacks up against the organisations after the same talent as us
• The medium and the message – reaching our target audience effectively with a message that resonates and invites engagement
• The candidate journey – easy to apply, intuitive, quick and always keeping them engaged and aware of next steps and timings
• Objective hiring decisions – what do you need to make better judgements on candidates and convert them from offer to acceptance
• Onboarding – constant engagement throughout the notice period so they arrive motivated, energised and already feeling part of the team
• Early days check-ins – to share and gain feedback, and alignment with our Employer Brand