92% of our candidates still work with our clients beyond 2 years
Our line of defence is to recruit people who are less likely to leave.
Our recruitment process attracts & selects top performing managers who share our clients core values & aspirations.
Additionally we recruit properly & ethically.
"One of the key issues facing many of Europe's companies is employee turnover,
the costs go way beyond the expense of hiring & training a new workforce.
High attrition has a negative impact on sales performance, margins, customer satisfaction & productivity - put simply it jeopardises the brand."
Terry Leahy - quoted in The Economist
7 reasons why we are successful at finding people who stay
- We talk to our clients; for each new assignment we take a thorough job brief & person spec which usually includes spending time in your company working along side & interviewing existing role holders.
- We develop an employee value proposition to factually highlight various key aspects of the role. This tool enables us to attract & maintain the interest of key candidates by describing the company, role, benefits, culture, training & objectives. our candidates are informed & clear where the vacancy matches their needs & aspirations.
- The nature of headhunting ensures our candidates enter the recruitment process unprimed, they have not read an advert that describes the company, the role & what the ideal candidate looks like so cannot retort it to "beat" the recruitment process.
- We talk to our candidates; when we first contact our target candidates we ask them about their career aspiration, motivations & values. This allows us to identify synergy between what they are looking for & what our clients have to offer, effectively screening out candidates whose motives are at odds with those of our clients.
- We further talk to our candidates to ensure they are the right fit; in fact we cross-examine our candidates motives at 6 key stages of the recruitment process. This ensures that we have a true understanding of them & can closely monitor their thoughts throughout the recruitment process.
- Our interviews are designed specifically for each role & around each client's competencies. They are of predictive behaviour nature & seek specific examples of previous work performance in situations which emulate the role we are recruiting for.
- Because we headhunt we are able to hand pick & shortlist the best performing people, not just the ones who apply. After they are hired the following sequence of events occur. They perform well & add value, they receive praise & recognition, they feel appreciated & so they stay.