Future Fit Talent Acquisition Solutions

Services and solutions to improve your recruitment process at every point of the recruitment funnel. We partner with some of the best and most innovative recruitment technologies to help you create an optimal process and a world-class experience for your candidates.

The Challenges

Did you know that employees with scarce technical skills may be receiving up to five prompts a day to apply for positions and they will receive up to five phone calls a month from recruiters wishing to entice them to other companies? In some countries, candidates are being paid up to R10 000.00 just to show up for an interview!

It underscores the fact that the good talent is not looking for jobs, the jobs are coming to them and if you still rely on job boards and advertisements as the only way to find candidates, you are not seeing the cream of the crop in your talent acquisition process.

The Solution

How can you compete in this very active market for talent? There are four tactics that you can use to vastly improve your talent acquisition success:

  1. Optimize and modernize your organisation’s Talent Acquisition process and capability.
  2. Use a marketing approach to create an optimal presence in the talent market.
  3. Use a range of best practice technologies to create the best candidate experience.
  4. Add active sourcing of candidates to your TA process.
Grayfeather Consulting provides a range of solutions to improve your recruitment process at every point of the recruitment funnel. We also partner with some of the best and most innovative recruitment technologies to help you create an optimal process and a world-class experience for your candidates.

GrayFeather's Recruitment Process Solutions and Services

We offer a range of services and solutions focused on creating the conditions for successful recruitment and enablement of your recruiters during every phase of the recruitment process.

Our Solutions and Services

Organisations can no longer rely on job boards to advertise their positions and then sit back and wait. The best candidates are not applying for positions, you need to find them and contact them with a value proposition. We can assist you by generating lists of potential candidates by developing algorithms that will search the world wide web and find the exact candidates you need anywhere in the world.
Targeted social media makes it possible to advertise your organisation as an employer of choice and your positions to selected candidates. Modern technologies make it possible to design and run a continuous social media campaign with personalised messaging. In addition, you will have access to data that indicated which candidates are spending time on your messaging and who might be interested in your position.
A library of pre-screening questions can save the organisation time by screening out undesirable candidates. If recruiters have access to a library of varied and well-structured questions, it improves the ability to automate more aspects of the screening process.
A one size fits all recruitment process detracts from talent acquisition success and we can assist organisations to create bespoke screening processes for different categories of candidates that consider their experience and the business requirements. We will work with your recruiters to design, implement and configure, test, and train on the new process.
New technologies allow even the smallest organisations to set-up professional Career Pages that is integrated with their recruitment system. The challenge is to create a good candidate experience that provides enough enticing information about the organisation to convince candidates to apply. We assist is the design and set-up of professional career sites for organisations.
An internal job description is not fit for purpose when it comes to advertising a job. We can assist you by building a library of job adverts for your current job descriptions that will simply and clearly communicate the EVP, the content, and the requirements for the job, to ensure that you get better quality candidates.
A library of pre-screening questions can save the organisation time by screening out undesirable candidates. If recruiters have access to a library of varied and well-structured questions, it improves the ability to automate more aspects of the screening process.
You are aware of an excellent potential candidate for a position in your organisation. A cold call will probably be met with a curt decline. What if you can use technology to create a bespoke outreach campaign consisting of emails from senior role players in your organisation, voice messages and person to person engagements. At each point in the process, you access analytics to understand how you are progressing.
Recruiters are so overwhelmed with positions to fill that their personal development must take a backseat. Our recruiter training will focus on aspects such as the state of the talent market, modern recruitment practices, the candidate experience, specific technology training, and using recruitment metrics and analytics to improve the experience
What if your managers could access recommended job-specific interview questions when they sit down for the interview? It will save them preparation time and make the most of the valuable interview opportunity. We can assist by developing lists of questions for all you most technical and hard to fill positions.
Onboarding is much more than an orientation programme. The first three to six months of a new employee’s tenure can be regarded as part of the onboarding process. We can assist you to design every activity and touchpoint in the Onboarding process with regular measures and assessment to give you insight into your new starter’s mindset and adaption.
A detailed and engaging orientation programme for new starters are a must to get new employees settled in, engaged and productive. We will work with you to design a modular orientation programme that contains face-to-face and virtual components. Regular checks, self assessments, and built-in feedback will assist your new starter to feel in control of their first few weeks on the job.
Many managers do not understand the changing talent market and the value of candidates. Our training is aimed at achieving a mindset change by focussing on the talent market, candidate behaviour and the best practices for successful recruitment from a manager perspective.
Why don’t you set the tone for employee engagement and organisational culture by starting with a user friendly, easy to read and understand work contract. We will create a contract for you that meets the legal requirements, but that also puts a smile on the face of your new hires.

Tools For Agile Challenges

As part of our deployment approach, we have developed a range of tools to assist organisation make a successful Agile transition. These include:

DECISION MATRIXES:

Devolved decision making is a key tenet of an Agile organisation. This has an impact on governance frameworks. We assist organisations to review decision making matrixes and on adapting their governance and controls.

JOB DESCRIPTIONS AND TEAM RESPONSIBILITIES:

With an Agile implementation, employees experience a change in their job descriptions. They might be a squad, chapter or tribe leader and they need clarity on how to prioritise their efforts, to understand what is expected from them and to know how to engage with other team members. We help to orientate employees with regards to their new responsibilities and to establish the team dynamics post-transformation.

AGILE WORK PRACTICES:

  • Daily-stand-ups
  • PI Planning
  • Sprints
  • OKRs
  • User Stories
  • Planning Poker
  • Ceremonies

TOOLS AND TECHNOLOGIES:

There is a range of technologies and tools that organisations can use to promote organisational agility, such as Kanban boards and their technical version in Trello. We assist our clients to source, select, and implement tools to support Agile work practices.

EMPLOYEE DEVELOPMENT

The Agile organisations require competent, self-directed employees that will take initiative and own their accountability. This mindset is imperative for an Agile organisation. GrayFeather has developed a 5-course curriculum to provide employees with the necessary emotional skills and mental abilities to equip them for the Agile working environment.

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