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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, ineffective talent identification, a lengthy and inefficient recruitment process, inadequate candidate screening, misjudging cultural fit, and difficulty identifying the necessary skills and character traits for the position. 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.

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. 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 every interaction with your organization is positive and upholds your brand's reputation.

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.

Learn more about our services below, and don't hesitate to contact us today. Let's discuss how we can assist you in attracting, engaging, and hiring the right talent to drive your organization's success.

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End-to-end recruitment

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, negotiations and any other position related matters.

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While the exact process outline is dependent on the position and client specifics, our end-to-end recruitment service usually includes:

  • Consulting and assessing the position specifics along with identifying the key factors necessary for success in the position.

  • Analyzing the market, and creating the recruitment strategy based on current labor market situation along with industry and position specifics.

  • Designing the job advertisement and necessary recruitment materials for candidates, including position brief for direct search candidate.

  • Carrying out the direct search (headhunting) campaign.

  • Carrying out the public campaign in the designated channels.

  • Carrying out the pre-selection.

  • Carrying out the candidate interviews and assessing the necessary competencies and experience required for success in the position.

  • Short-listing candidates and presenting the top qualified candidates for the position.

  • Handling the candidate communication and scheduling throughout the project, including giving timely feedback to all rejected candidates.

  • Scheduling second stage interviewfor our client.

  • Carrying out the reference/background checks for final stage candidates.

  • Giving personal feedback to final stage candidates.

  • Supporting in the negotiation and contract agreements.

  • Finalizing the project by providing a final summary of project analytics for client and finishing up any loose ends.

The exact process will depend on the project specifics, and will be outlined in the offer sent after the initial consultation.

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.

ESTIMATED TIME SCHEDULE*

WEEK 1

 

KICK-OFF MEETING

PREPARATION OF RECRUITMENT MATERIALS

START OF PUBLIC CAMPAIGN

START OF MARKET MAPPING

WEEK 2-3

 

START OF CONTACTING CANDIDATES AND REVIEWING RESUMES 

START OF INTERVIEWS

FINISHING MARKET MAPPING

WEEK 3-4

 

FINISH OF PUBLIC CAMPAIGN

CONTINUING THE INTERVIEW PROCESS

SHORTLISTING AND PRESENTING SHORTLIST TO THE CLIENT

WEEK 5-6

 

SECOND STAGE INTERVIEWS WITH CLIENT

CONDUCTING REFERENCE/BACKGROUND CHECKS

 

MAKING AN OFFER TO THE SELECTED CANDIDATE

*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.

Head-hunting

Direct Search / Headhunting / Executive Search

In certain situations, a public recruitment campaign may not be the optimal approach. This could be due to the industry or position specifics, or due to the lack of success in previous public campaign. For these challenging scenarios, our direct search service offers a perfect solution. This approach is designed to identify and engage passive talent - individuals who are not actively seeking new opportunities and may be overlooked by traditional recruitment methods.

Direct search requires a unique blend of skills, accesses, and tools, perfected through years of industry experience. It is often regarded as the pinnacle of recruitment expertise. We excel at discreetly identifying and engaging top talent, including those working for your competitors or clients. We handle these delicate conversations with the utmost care to ensure that your professional relationships remain intact while securing the best candidates for your needs.

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Our direct search service usually includes:

  • Consulting and assessing the position specifics along with identifying the key factors necessary for success in the position.

  • Analyzing the market and creating the direct search strategy.

  • Designing the position brief for direct search candidates.

  • Identifying the target companies, their structure and employees.

  • Identifying the main channels, networks and groups that are relevant to the position that we're looking to fill.

  • Carrying out the direct search in candidate databases, target companies, networks, groups, etc.

  • Creating the long-list of potential candidates.

  • Approaching the most suitable potential candidates with the offer.

  • Carrying out the candidate interviews and assessing the necessary competencies and experience required for success in the position.

  • Short-listing candidates and presenting the top qualified candidates for the position.

  • Handling the candidate communication and scheduling throughout the project, including giving timely feedback to all rejected candidates.

  • Scheduling interviews with second stage candidates for our client.

  • Carrying out the reference/background checks for final stage candidates.

  • Giving personal feedback to final stage candidates.

  • Supporting in the negotiation and contract agreements.

  • Finalizing the project by providing a final summary of project analytics for client and finishing up any loose ends.

The exact process will depend on the project specifics, and will be outlined in the offer sent after the initial consultation.

ESTIMATED TIME SCHEDULE*

WEEK 1

 

 

 

KICK OFF MEETING

PREPERATION OF RECRUITMENT MATERIALS

START OF MARKET MAPPING

WEEK 2

 

FINISHING MARKET MAPPING

 

START OF CONTACTING POTENTIAL CANDIDATES

START OF INTERVIEWS

WEEK 3

 

 

CONTINUING THE INTERVIEW PROCESS

SHORTLISTING AND PRESENTING SHORTLIST TO THE CLIENT

WEEK 4

 

 

 

SECOND STAGE INTERVIEWS WITH CLIENT

CONDUCTING REFERENCE/BACKGROUND CHECKS

 

MAKING AN OFFER TO THE SELECTED CANDIDATE

*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 Campaign

Public campaigns are an excellent choice for organizations seeking broad exposure and a diverse array of candidates. They are cost-effective and easy to implement. While these campaigns can reach a wide audience, the quality of applicants can be unpredictable. Despite this, our service excels at conducting public campaigns and analyzing results to identify the most promising candidates. With our extensive experience, we ensure your public campaign is optimized for the best results.

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Our public campaign service usually includes:

  • Consulting and assessing the position specifics along with identifying the key factors necessary for success in the position.

  • Designing the job advertisement.

  • Carrying out the public campaign in the designated channels.

  • Carrying out the candidate interviews and assessing the necessary competencies and experience required for success in the position.

  • Handling the candidate communication and scheduling throughout the project, including giving timely feedback to all rejected candidates.

  • Scheduling interviews with second stage candidates for our client.

  • Carrying out the reference/background checks for final stage candidates.

  • Giving personal feedback to final stage candidates.

  • Supporting in the negotiation and contract agreements.

  • Finalizing the project by providing a final summary of project analytics for client and finishing up any loose ends.

 

The exact process will depend on the project specifics, and will be outlined in the offer sent after the initial consultation.

ESTIMATED TIME SCHEDULE*

WEEK 1

 

 

 

KICK OFF MEETING

PREPERATION OF RECRUITMENT MATERIALS

START OF PUBLIC  CAMPAIGN

WEEK 2

 

 

CONTINUOUSLY HANDLING THE PUBLIC CAMPAIGN -

 

REVIEWING RESUMES 

WEEK 3

FINISHING THE PUBLIC CAMPAIGN

STARTING TO INTERVIEW QUALIFIED CANDIDATES

WEEK 4

 

 

 

SECOND STAGE INTERVIEWS WITH CLIENT

CONDUCTING REFERENCE/BACKGROUND CHECKS

 

MAKING AN OFFER TO THE SELECTED CANDIDATE

*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

Our experienced interviewers assess each candidate's skills and potential to ensure they match your organization's needs. We counteract unconscious biases, providing consistent and fair evaluations. No matter the quality of the candidate pool, we deliver a comprehensive, unbiased analysis of each candidate's suitability.

Additionally, we can conduct background and reference checks for shortlisted candidates, adding an extra layer of security and impartiality.

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Third-Party Inerviewing

Our third-party interviewing service includes:

  • Consulting and assessing the position specifics along with identifying the key factors necessary for success in the position.

  • Conducting the interviews with candidates.

  • Presenting our feedback and recommendations.

  • If necessary, help with closing the project, giving candidates feedback, etc.

 

With our Third-Party Interviewing, you'll receive expert, unbiased feedback and recommendations, empowering you to make informed and confident hiring decisions.

ESTIMATED TIME SCHEDULE*

DAY 1

 

 

 

 

KICK OFF MEETING

PREPERATION FOR INTERVIEWS

DAY 2

 

 

 

INTERVIEW DAY 1

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.

Staff Augmentation

Augmentation services allow you to seamlessly integrate additional team members into your existing workforce, offering direct oversight and better control. It is particularly beneficial for fixed-term projects or when you require niche expertise that your current team lacks. Additionally, for companies that don't have a legal entity in Estonia, staff augmentation provides a solution where we handle payroll, employment, and other administrative tasks, allowing you to have a local presence with employees who report directly to you.

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Augmentation

Our staff augmentation service includes:

  • When the contract is signed, we will kick off the project and start the recruitment process to find the right person/people for your needs

  • After finding the suitable candidates, we will present you the top qualified candidates for the position, and help you with the selection, if needed.

  • Once we've filled the position(s), we can help with on-boarding the candidate. This includes organizing an office space if necessary and providing necessary equipment.

  • Once everything is set, it's time to start the daily operations and execute the project as agreed.

  • For the remainder of the project, we will make sure that everything is operating smoothly, and any changes required will be made quickly and effectively.

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!

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The initial consultation takes place through Zoom with a Themure consultant. 

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