Strategic and unique insight from and about key talent in the market, enabling you to make better-informed business decisions. A pool of proactively-generated, assessed, qualified and engaged individuals who meet your current and future hiring requirements according to your business strategy. A unique view of the current talent landscape containing organisations, names, job titles and contact details, but not yet involving any candidate engagement.Our systematic, research-led approach allows us to identify and secure scarce and senior talent to guide your business through times of transformation.
Services
Strategic Workforce Planning
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Every company we partner with has one common challenge: identifying the future skills the business will need, where and when they will be required and how they can acquire them. Whether it's steady growth, adapting to a changing market, a sudden influx of business wins, or looking to deliver against a 5-10 year plan, organisations can quickly find themselves having to hire at scale or bring completely new skills into the business. When it comes to building a workforce plan, having the proper research is essential.
Workforce Demographics
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There are two common scenarios where TA teams need a deeper understanding of their target talent demographics. Usually, they explore the talent landscape to validate the feasibility of a location, typically an office move to support operational needs, but this can be on a global scale if it is expanding into a new country for growth.
Global Talent Pool Analysis
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Talent availability & skills analysis are critical to success when hiring in-demand scarce skills, especially in large volumes. Talent acquisition teams are under pressure to hire, but maintain a low cost per hire whilst increasing diversity. Our research can help organisations identify viable locations where they can hire talent to achieve their goals.
Organisation Design
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Businesses need to evaluate their organisational structure in response to transformation and change. People determine whether change management succeeds or fails, and HR leaders need to ensure they are well informed to advise the leadership team and support the decision making process. Accurate data on competitors' teams, functions, or leadership structure can be used to help define how and where functions should be structured. This could be geographically, functionally, or by product or service line.
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