00:46
Obviously, this is all supplemented with training. So typically, you'd bring the client from your website through to your client login portal. The client login. The client would enter their email address and a password that they've created, obviously using their own details. I'm logging in as somebody called Tom today. Click Login. It will take them through to the dashboard. Now, the dashboard is the employer dashboard that the employers that you're working with will have access to. So, in this example, I've got two vacancies, or what we call campaigns that we're working on behalf of Coca Cola. Now, these campaigns are only visible to the hiring team at Coca Cola. They're not visible to anybody else, of course, other than you as the recruiter or consultant on this campaign. I'm going to take you into the sales director campaign.

02:43
First of all, I'd show them the campaign documents, which is the documentation that we as the consultant on this campaign, these are the documents that we utilize to win the work. The first document is the job description. Job description is a very important document and it's the most familiar document that employers and recruiters are used to at this moment in time. Actually, here I intro. We call this a one-dimensional document. And it's a document, whilst important, is not sufficient for what we need to do to deliver an exceptional shortlist our clients. Because job descriptions, if I click on this, it'll open up detail typically the areas of responsibility, skills, qualifications, knowledge, experience that are expected. And these are crafted and drawn up by most employers and shared with the recruiter. 

03:22
And the recruiter will then use that to go out there and find candidates who meet all of those tick box requirements. And as good as that is, that typically is only worth about 70% of the recruitment process. And it's the missing 30% that we'll outline during training, how we actually sort of minimize that and mitigate that risk for the employer. One of the ways that we do that is we take the job description. We create something that you see on the left-hand side called a Candidate Briefing pack. Now, a candidate briefing pack is a document which is used to engage and attract candidates because candidates have a huge amount of choice at this moment in time.

03:55
And so rather than just reading a fairly nondescript advert on a job board or on LinkedIn or through your own internal communications, we generate something called a Candidate Briefing Pack. And we act as if we work for the client. So, this is an extension of the client's brand because we assume we're working for them. So, the information you'll see on screen here, just make that a little bit smaller. This is a pack for a sales director. This contains all the information about this opportunity. Now, you're probably asking yourself, well, surely all of this information is available on the Coca Cola website? And the answer is, of course it is. And you can put whatever information you wish on here.

04:26
But candidates who are short of time, we need to put this right in front of them right at this moment in time, because, of course, your clients may not be as well known as Coca Cola, of course, us. And so what we do is we'll obviously include the job description. So, we've got all that information to help engage and get the candidate interest about this opportunity. We will also share with them our process. Our process is not just about sending in a CV or resume and saying I'm interested in the position. We actually assess, evaluate and identify which candidates are going to be a great fit and are going to be able to perform well in that client organization. So, we're going to share with the candidate what we expect of them to be considered for this opportunity.

05:03
Now through our marketing you may have also read that we work on a 96% 1st year retention rate. That means 96% of the candidates that we place are still in the job one year later. And we share that statistic with candidates as well as potential clients or employers. The reason being is most candidates want to make sure they're not jumping out of the frying pan into the fire. They want to know this is going to be a good mid to long term career opportunity for them. And by sharing that 96% of the candidates that we present are actually still in the job one year later they can understand with a high degree of certainty this is going to be. If they've been selected for this role there's a good chance it's going to be a good career move for them.

05:38
Now at this stage we would ask the employer because we're presenting this in our pitch. So, this is obviously a first draft. We actually invite the employer to finalize it with us and sign off before we start utilizing it. But we share it with them. We say do you ever see this from the recruiters that you typically work with? And of course the answer is no. And then secondly, we'd ask them if you imagine, if you're a candidate would this make you more or less interested in this opportunity? And again, we get very favourable feedback that comes from that. So that's one of the tools that we use in terms of attracting and engaging candidates into the process.

06:08
One of the next areas which is really important to us is to understand and help the clients and how do we live a 96% success rate when typically, their success rate is 70%. And again, we'll deliver that through that result to them through the Bad Hire Calculator or Recruitment process audit. One of the tools we use is we use a behavioural assessment tool, and we work with an organization called the McQuaig Institute. But one of the best ways to describe this to clients show them something called the three levels of assessment. So, if I click on this here, this screen will open up. Just make it a little bit smaller for you. So, what this shows is an employer's recruitment process, typically an employer's recruitment process.

07:12
But typically then also level two, which is the most important level this time, which is what's known as the can-do level or what the candidate says they can do based on their skills, knowledge and experience when evaluated and assessed against the job description. And it's at level two that hiring decisions are made. So even though the candidate may have two or three interviews, it's all done at level two. It's then at level three when you get the maximum impact on performance. And this is when you understand what the candidate will do given a certain set of circumstances, situations, or environments. And here's where you're looking at candidates’ aptitude, their attitude, their maturity, their judgment. And these are all the things which enable a candidate to deploy the skills, knowledge and experience have at level two effectively.

07:50
And when it works out you get a great fantastic employee. But really, we're focused on what happens when you don't get it right 20% to 30% of the time. And so, we're understanding that level three assessment takes place post-employment. Now here as an I-intro® recruiter our process is slightly different. We undertake level one, two and three pre interview. So, our role is to identify where does it go wrong and it goes wrong at level three because this is when candidates don't perform or don't fit into organizations. So, we work closely with the client before we start hiring to find out what are your level three criteria. And by identifying them we can mitigate the risk of somebody not working out. Now one of the ways in which we do that and there are a couple of tools that we use.

08:31
One is we work with an organization called the McQuaig Institute. The McQuaig Institute actually assess the role, not just the candidate. So, if you've used behavioural profiling, psychometric profiling, behavioural assessment tools in the past, no doubt you'd be familiar with profiling candidates. Whether you're using Myers Briggs on the ENTJ type scale, or Saville Holdsworth or Disk or Thomas International, it's always about profiling candidates. What we do differently is we actually profile a role. So, we work closely with the hiring team and typically nowadays a five to ten minute online assessment. And we generate a report. And the report that we generate will look something like this. And this will all be branded in your colours where it says I intro would be your brand of course. So, we're creating that brand awareness for the client. We're going to end up with a profile type.

09:16
There are different what we call archetypes. This one's called a generalist, but this is always going to be a bespoke template based around the impact and understanding what the client wants in this particular role. And we end up with a graphical representation that you see on screen at this bar chart. Now, what we say to an employer and what I'm saying to you today, for example, please don't worry about what this bar chart represents at this moment in time, because the more we work together, which we hope we will, the more sense that this will make. But what you see here on screen is effectively a template of what great looks like at level three. In the same way that the job description is the template for knowledge, skills and experience that is used at level two, the can-do level.

09:55
And one of the reasons why we like to work with this organization is everything they present is written in simple English. So, you don't need to be a behavioural psychologist, you don't need to be a qualified interpreter to be able to share with the employer what this actually means. Now, I've got a couple of other tools that we use down here as well. The McQuaid Comparison Report, which we'll gladly go with you through training. But what we're sharing with the employer here is we don't just find candidates. We evaluate, assess, and ensure that candidates using multiple data points are more likely to make a better hire. Now, obviously, when the clients over here, when they can look at their campaign candidates, we've got four candidates here. I'll explain what these scoring circles mean in a moment.

10:29
So let's come into candidate number one, John Smith. We're just going to focus on John Smith because as you're probably aware, I am John Smith, as you can see today. So, by clicking on John Smith, what you see here in front of you is my profile. Now, the profile has been built by both the candidate and the consultant in combination. So again, as part of that candidate briefing pat we shared with the candidate, we expect a little bit more from them. They want to be considered for the shortlist for this role. That's the final candidate. We expect a little bit of effort to come from them. So, we ask them to upload a recent photograph themselves, one that actually represents who they are today, not an airbrush photograph of ten years ago they may have on LinkedIn. We will create a candidate executive summary.

11:06
This is written by you, the consultant, to actually share with you why you think this candidate is a great hire for the client. And again, this is all created either direct from you using artificial intelligence based on the information we already have of the candidate. But no doubt this is something that is owned and delivered by you. We then have underneath we have a candidate introduction video. Now, many people think, well, what's the benefit of video? Well, the benefit of video is actually it helps the client save themselves time because many times they will have interviewed candidates on the strength of a CV only to be disappointed when they meet them face to face. So this gives them a very short opportunity to review a little bit more about the candidate and see a little bit into their personality.

11:42
They can just click on this one. Hi, my name is John Smith and I really do appreciate the opportunity to obviously you can see this video is two minutes 13 long. So, this is a little bit like an elevator pitch from the candidate. And it's a great tool for the candidate, engages them in the process as well, because they know they're not just talking to a recruiter who may say what they want about that particular candidate, but this is a candidate's opportunity to talk directly to the employer. Coming further underneath here, obviously we provide documentation if we've done our job correctly, you'll have the candidate's CV or resume here. This will actually detail who they are. And if you've done your job at level two, this will be a close match to the job description.

12:16
We also have something called the McQuaig Job Fit Interview Guide. The McQuaig Job Fit Interview Guide is the candidate profile. When we've assessed the candidate and compare this to what the employer has told us looking for, in this case, Coca Cola. So, this Job Fit Interview Guide, again all branded in your colours and logos, will detail a short checklist pre during and post interview. Not a bad little bit of information to share with potential employers. And then you get this graphical summary which on first glance can look a little bit confusing. But as I say, this will make sense the more that we work together. So, on the left hand side is the Sales director role. This is what Coca Cola have told us they're looking for. And then on the middle and the right we have actually two profile charts from John Smith.

12:57
One is called Situational, which is not used for matching purposes, but actually generates some questions for us which can actually help us understand why this candidate may be looking for an alternative position. But the real profile is who the candidate is when they revert to type and our system will generate an overlay. How closely will this person match what Coca Cola are looking for? And rather than use my eyes, we can just come down here and it tells us that this candidate is a strong match, he's a strong behavioural match to the reference profile. The reference profile being the profile that has been generated by the input from the Coca Cola hiring team.

13:29
And this report, very detailed as it is, will also generate some interview questions which helps the employer, Coca Cola, start to ask questions about the candidate, not just about their career history that's documented on their CV or resume. So again, starting to give them a lot more information. Now, as you can already see, this is taking a little bit longer than just reading a CV, of course, but this time is all time that a client will earn back by making sure they only interview candidates who are a really good fit for what they're looking to do. Now next over here, it's another part of our level three assessment. We have something called key competency questions. These are all questions which the client has requested that we ask the candidates.

14:41
If you don't want to open up the whole report on the McQuaig report, you can very quickly see here this candidate is a strong match. And then the final tool that we use is just that we realize that when clients are going through trying to remember all this information, we just give them an opportunity to assess the suitability of this candidate by putting in some key criteria for them to review. So, this one, these are all customizable, of course, and modular the candidate, what you think of their career stability, their technical ability and relative role. You can just scale this up and down. I'll just change the score here a little bit. The video introduction, what did you think of their personality? How did that come across on screen? What do you think of their presentation? You can put pieces like that.

15:17
Key competency questions, what did you think of the quality of their response and the relevance of everyone? For example, you click on Save at the candidate scores and that will then update the home screen with the relevance of this particular candidate. You can also generate lead comments for your colleagues if they're logging into coming back. Here on the screen, you can see I've scored this candidate overall at 92%, which is slightly higher than my colleagues. So, listen, we all like this particular candidate. So, I'm sure we can agree that we should probably arrange to meet this candidate for a first interview. They're currently in the shortest stage. Click on the interview scheduler and quite simply from here, the system can generate and send out interview invites, which you can select which candidates you want, all of them or we don't want to have Laura.

15:59
We can click on Next and you can set the dates. I'm in November 2023 at the moment. Click on these particular dates. Set the interview time for however long you wish to be, 1 hour. And the system will generate interview time slots for them. We can say these are the time slots that we have available on these particular days. And there can be more than there are interview slots, of course. Interview candidates. Forgive me. Click on next interview with Coca Cola. You can put that information in there. You can put a zoom link or whatever office address, whatever it may be. Who from your organization would you like to be invited? Click on next. Just summarize it all up. Click on submit. That will send the candidates a notification. They've been selected for interview with Coca Cola. They can choose their time slot.

16:41
And when they confirm their time slot, it will then send a confirmation to Coca Cola. It will send a confirmation to the candidate and obviously a confirmation to you as the recruiter as well. So, a nice little time saver there. So, this is how we'd actually present our shortlist. So rather than just saying we send you a CV or resume over email, we actually provide a very detailed, robust service. We then go on to the close to actually close the client for a retainer and also to share with them what our fee structure is. These are all things that we talk about in our training program, and then we deliver over the course of several weeks from when you actually join us.

17:14
I hope this information has been helpful to you and instructional, but we do look forward to catching up with you again at some point in the future. Thank you very much for watching. Bye.