Talent Acquisition
Most people understand that companies are nothing without people, and the best way to gain a competitive edge is to have the right talent in the right roles. However, many companies grapple with attracting, identifying, and hiring talent. Nepotism or gut-feeling hiring decisions can seem easy and tempting alternatives, but rational thinking quickly leads to understanding that these kind of decisions usually lead to sub-optimal results, and can even have disastrous results for all parties involved.
Hiring talent poses many challenges to businesses, with common issues including a limited candidate pool, poor talent pool identification, lengthy and inefficient recruitment process, inadequate candidate screening, misjudgment of cultural fit and of course, difficulty identifying the right skills and necessary personality traits. The resulting implications from these challenges range from productivity losses, high turnover, wasted resources, compromised brand reputation, to misaligned company culture.
Most research indicates that the average cost of replacing an employee can cost a company roughly 100-300% of the employees annual salary, accounting for lost intellectual capital, harmed client relationships, loss of productivity, and experience, in addition to the cost of recruiting a new hire. Mistakes in critical positions can have even harsher consequences as they have a larger impact on the company operations and culture. It's people that are the glue that hold a company together. The best talent makes the best organizations, and best organizations get the best talent. It's a self-reinforcing cycle that is common in many competitive environments where advantages tend to accumulate.
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How to avoid these situations? Well, the first thing is realizing that investing in people is not just an operational necessity, but a strategic choice that influences whether an organization thrives or fails in the future. Hiring is much more than matching CV's to role descriptions, but let's be honest, that's to the extent that it is most often handled. There are many different talent acquisition strategies and it's not that one is objectively better than other. As it is with most things in life, the right strategy depends on the specifics - role, organization, strategic goals and risk tolerance. Our talent acquisition services are always crafted based on your exact hiring needs to connect you with the best-suited candidates. By combining our recruitment expertise with comprehensive industry knowledge and talent engagement expertise, we deliver solutions uniquely tailored to your hiring objectives. Our focus on candidate experience ensures that each touch-point with your organization is positive, thereby echoing your dedication to professionalism and excellence.
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All of our Talent Acquisition Services are built to highlight your organization's and the vacant position's unique benefits to create a message that resonates with the candidates. Ideally the talent acquisition service is combined with our talent assessment service, and if applicable, our talent transition service.
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Learn more about our services below, and don't hesitate to contact us today. Let's discuss how Themure can assist in attracting, engaging, and hiring the right talent to drive your organization's success.
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Quick Navigation
End-to-End Recruitment
Our end-to-end recruitment is made to provide a complete solution to your recruitment challenges, particularly when in-house HR is missing, overwhelmed, or lacking the specialized skills necessary to take on challenging recruitment projects.
Our service includes everything from creating the strategy to carrying it out. You can be as involved as much or as little as you like, we'll report in at your convenience and consult you all the way through the process. Once you've made the final decision, we'll do all the necessary background/reference checks and if needed, are ready to help with contracts, any negotiations and with off-/on-boarding.
While the exact process outline is dependent on the position and client specifics, our end-to-end recruitment service usually includes:
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Consulting and assessing the position specifics along with identifying the key factors necessary for success in the position.
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Analyzing the market, and creating the recruitment strategy based on current labor market situation along with industry and position specifics.
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Designing the job advertisement and necessary recruitment materials for candidates, including position brief for direct search candidate.
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Carrying out the direct search (headhunting) campaign.
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Carrying out the public campaign in the designated channels.
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Carrying out the candidate interviews and assessing the necessary competencies and experience required for success in the position.
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Handling the candidate communication and scheduling throughout the project, including giving timely feedback to all rejected candidates.
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Carrying out the candidate assessment.
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Scheduling interviews with second stage candidates for our client.
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Carrying out the reference/background checks for final stage candidates.
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Giving personal feedback to final stage candidates.
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Supporting in the negotiation and contract agreements.
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If necessary, assisting in finding partners for payroll, car rental, office rental, or other
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No project is exactly the same, so and the exact strategy will depend on the project specifics. For example for some projects we might leverage job boards and various media channels, including social-, online-, and print media. In others, we might limit it to only job boards. Same goes for direct search, depending on the need and client specifics we might only do a direct search from largest job board databases, but with more specialized roles, we widen the talent pool even further, giving us the best chance to find the person best aligned with your organization's needs. To do so, in addition to conducting database searches, we actively identify your competitors and other companies within your industries of interest to identify even the most passive potential candidates.
We understand that a candidate's experience reflects your brand, so we always strive to ensure a positive and engaging journey. This not only improves talent attraction but also bolsters your brand's reputation.
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To ensure you hire the right talent, we employ various interview methods to assess a candidate's suitability for the role. We can also incorporate additional assessment solutions into the process for enhanced precision. To provide you with further confidence in your hiring decision, we conduct reference checks for short-listed candidates, offering valuable insights into their professional backgrounds.
ESTIMATED TIME SCHEDULE*
WEEK 1
KICK-OFF MEETING
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PREPARATION OF RECRUITMENT MATERIALS
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START OF PUBLIC CAMPAIGN
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START OF MARKET MAPPING
WEEK 2-3
START OF CONTACTING CANDIDATES AND REVIEWING RESUMES
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START OF INTERVIEWS
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FINISHING MARKET MAPPING
WEEK 3-4
FINISH OF PUBLIC CAMPAIGN
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CONTINUING THE INTERVIEW PROCESS
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SHORTLISTING AND PRESENTING SHORTLIST TO THE CLIENT
WEEK 5-6
SECOND STAGE INTERVIEWS WITH CLIENT
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CONDUCTING CANDIDATE ASSESSMENT
(OPTIONAL SERVICE)
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CONDUCTING REFERENCE/BACKGROUND CHECKS
*While we strive to maintain the projected timeframe as closely as possible, the process can be influenced by the availability and responsiveness of potential candidates, as well as the timeliness of our clients in providing necessary feedback and approvals. The scheduling of interviews and the progression of recruitment stages is inherently dependent on these unpredictable elements. As each recruitment process is unique, the timeline might fluctuate to accommodate the particular circumstances and complexities of each case.
Direct Search (Headhunting)
Sometimes running a public campaign doesn't make sense, and for these situations, we can put all of our focus on the direct search. In recruitment, the pinnacle of expertise isn't just in filling a position, it's in discovering and engaging the elusive, passive talent that remains unseen by others. This requires more than just a strategy, it requires a blend of analytical ability, empathy, diplomacy, insight, access to right tools and networks, and of course, the subtle art of persuasion. Where can you find the right talent? How do you approach the brightest minds of the industry without compromising any relationships with partners and competitors? How do you articulate the unique allure of your company, the role, and the team, not only in terms of compensation, but in opportunities for growth, innovation and impact?
The challenge doesn't lie in the asking these questions, but in having the answers that can only be had by having vast experience in the field. Over 90% of the selected candidates in our end-to-end recruitment service come from candidates found through direct search, showcasing what effect a skillful personal approach can have.
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Our direct search service usually includes:
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Consulting and assessing the position specifics along with identifying the key factors necessary for success in the position.
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Analyzing the market and creating the direct search strategy.
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Designing the position brief for direct search candidates.
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Identifying the target companies, their positions and employees.
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Carrying out the direct search (headhunting) in databases, candidate networks, alumni networks, and among interested industry companies.
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Approaching the most suitable potential candidates with the offer.
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Carrying out the candidate interviews and assessing the necessary competencies and experience required for success in the position.
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Handling the candidate communication and scheduling throughout the project, including giving timely feedback to all candidates.
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Scheduling interviews with second stage candidates for our client.
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Carrying out the reference/background checks for final stage candidates.
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Giving personal feedback to final stage candidates.
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Supporting in the negotiation and contract agreements.
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If necessary, assisting in finding partners for payroll, car rental, office rental, or other
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The exact details and strategy depends on the client needs and position specifics. This list of services can be customized as needed.
ESTIMATED TIME SCHEDULE*
WEEK 1
KICK OFF MEETING
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PREPERATION OF RECRUITMENT MATERIALS
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START OF MARKET MAPPING
WEEK 2
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START OF CONTACTING CANDIDATES AND REVIEWING RESUMES
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START OF INTERVIEWS
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FINISHING MARKET MAPPING
WEEK 3
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CONTINUING THE INTERVIEW PROCESS
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SHORTLISTING AND PRESENTING SHORTLIST TO THE CLIENT
WEEK 4
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CONTINUING THE INTERVIEW PROCESS
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FEEDBACK TO NON-SHORTLISTED CANDIDATES
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SHORTLISTING AND PRESENTING SHORTLIST TO THE CLIENT
*While we strive to maintain the projected timeframe as closely as possible, the process can be influenced by the availability and responsiveness of potential candidates, as well as the timeliness of our clients in providing necessary feedback and approvals. The scheduling of interviews and the progression of recruitment stages is inherently dependent on these unpredictable elements. As each recruitment process is unique, the timeline might fluctuate to accommodate the particular circumstances and complexities of each case.
Public Campaign
Public campaigns are a great option for organizations looking for broad exposure and attracting a diverse array of candidates. These campaigns are cost-effective and straightforward to implement. While offering the advantage of reaching a wide audience, one challenge is the unpredictability of applicant quality. Despite this, not only does our service excel in conducting these campaigns and analyzing the results to help clients identify the most promising candidates, we also have vast experience in the field, so we can make sure that your public campaign is handled in the optimal way to get the best results.
Using public campaigns as part of your recruitment strategy offers a blend of wide reach and cost-effectiveness, particularly suited for filling non-critical roles or supplementing more targeted recruitment efforts. By using both the largest local job boards and the biggest international platforms, we ensure maximum visibility for your openings. The specifics of each campaign, including choice of platforms and campaign details, are tailored through negotiation, ensuring alignment with your unique hiring needs and goals.
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Our public campaign service usually includes:
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Consulting and assessing the position specifics along with identifying the key factors necessary for success in the position.
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Analyzing the market, and creating the recruitment strategy based on current labor market situation along with industry and position specifics.
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Designing the job advertisement.
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Carrying out the public campaign in the designated channels.
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Carrying out the candidate interviews and assessing the necessary competencies and experience required for success in the position.
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Handling the candidate communication and scheduling throughout the project, including giving timely feedback to all rejected candidates.
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Scheduling interviews with second stage candidates for our client.
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Carrying out the reference/background checks for final stage candidates.
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Giving personal feedback to final stage candidates.
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Supporting in the negotiation and contract agreements.
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If necessary, assisting in finding partners for payroll, car rental, office rental, or other
ESTIMATED TIME SCHEDULE*
WEEK 1
KICK OFF MEETING
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PREPERATION OF RECRUITMENT MATERIALS
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START OF PUBLIC CAMPAIGN
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WEEK 2
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CONTINUOUSLY HANDLING THE PUBLIC CAMPAIGN -
REVIEWING RESUMES
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ANSWERING CANDIDATES QUESTIONS
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WEEK 3
STARTING TO INTERVIEW QUALIFIED CANDIDATES
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GIVING FEEDBACK TO UNQUALIFIED CANDIDATES
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FINISHING THE PUBLIC CAMPAIGN
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WEEK 4
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FINALIZING THE FIRST STAGE INTERVIEWS
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ARRANGING SHORTLIST INTERVIEWS FOR THE CLIENT
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CONDUCTING REFERENCE/BACKGROUND CHECKS
*While we strive to maintain the projected timeframe as closely as possible, the process can be influenced by the availability and responsiveness of potential candidates, as well as the timeliness of our clients in providing necessary feedback and approvals. The scheduling of interviews and the progression of recruitment stages is inherently dependent on these unpredictable elements. As each recruitment process is unique, the timeline might fluctuate to accommodate the particular circumstances and complexities of each case.
Third-Party Interviewing
Explore the practical advantages of Third-Party Interviewing. In an intricate process like recruitment, we offer a pragmatic approach through thorough, unbiased evaluations of your candidate pool. Knowing how to make a connection to reduce nervousness, knowingwhat questions to ask to get to know them as a person, assessing the competencies and understanding personality.
Our experienced interviewers evaluate each candidate's skills and potential, ensuring a precise match with your organization's specific needs.
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Our service isn't just about time-saving - it’s a strategic step towards enhancing the objectivity of your recruitment process. We actively counteract unconscious biases and provide consistent, fair evaluations. Regardless of the quality of the candidate pool, we provide a comprehensive, unbiased analysis of each candidate's suitability to your organization.
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As part of our comprehensive process, we can also conduct background and reference checks for shortlisted candidates, adding an additional layer of security and impartiality.
With our Third-Party Interviewing, you'll receive expert, unbiased feedback and recommendations, empowering you to make informed, confident hiring decisions.
ESTIMATED TIME SCHEDULE*
DAY 1
KICK OFF MEETING
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PREPERATION FOR INTERVIEWS
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DAY 2
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INTERVIEW DAY 1
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DAY 3
INTERVIEW DAY 2
DAY 4
CREATING THE INTERVIEW SUMMARIES
PRESENTING OUR FEEDBACK AND RECOMMENDATIONS
*While we strive to maintain the projected timeframe as closely as possible, the process can be influenced by the amount, availability and responsiveness of candidates. As each project is unique, the timeline might fluctuate to accommodate the particular circumstances.
Custom Apporach
Didn't find what you're looking for? Perhaps you are overwhelmed by a lengthy list of applicants, unsure of the next steps? Deciding who to interview, formulating the right questions, interpreting the responses, and tactfully declining the candidates not selected can be daunting tasks. Moreover, while rejections are purely professional from an employer's standpoint, they can feel deeply personal to the candidates. It's crucial, therefore, to handle these conversations with utmost professionalism and empathy, ensuring a positive impressions of your company is maintained. This encourages candidates to consider future opportunities with your organization.
If you have a talent pool, but aren't sure how to move on from there - these can be applicants to a job advertisement, references from employees, or a selection of internal candidates, we're here to help. Don't have a talent pool, but need help building one, but want to do the rest of the work yourself? Well, we can help with that as well. Something third? Let us know, and we'll find a way to help you out.
ESTIMATED TIME SCHEDULE DEPENDS ON THE PROJECT SPECIFICS
Each organization has unique Talent Acquisition needs, and we have a unique solution for each. From an individual step in the process to handling everything from start and end - let's discuss what suits you best.
Reach out to us today!
SCHEDULE A CONSULTATION
The initial consultation takes place through Zoom with a Themure consultant.