Social Media & Email channel marketing content
This is a list of examples from a selection of our current suggested go to market themes – a number of these have already been positively adopted & customised by our recruitment agency client portfolio, creating strong brand positioning & market recognition for thought leadership.
The War for Talent – working more smartly the i-intro® way
CV farming becoming obsolete – there is a more reliable way
The ‘ideal hiring process’ includes science – based on logic not gut feel
Talent Acquisition seeding retention – getting it right & making it stick
Talent Acquisition for brand enhancement – standing out as a leading employer
EVP & The Candidate Experience – deeper two-way process via i-intro®
Guaranteed to be ‘baked’ into your hiring process from the start
Creates a more intelligent two – way candidate engagement
EVP creates a more detailed & magnetic element of the process
Offers heightened transparency of employer’s business practices & culture
Dramatically Improving Retention Rates – your RPA results vs 96% retention rates
How many new hires have left your business inside the first 12 mths?
What’s the exact cost of failure to your business ( per failed hire & in total )?
Do you have a plan to improve your quality of hiring process & staff retention rates?
The RPA tool will provide precise facts & offer strong operational fixes for FREE!
The True Cost of a Bad Hire – a recent report by REC shows how costly it can be
85% of HR decision-makers admit their organisation has made a recent bad hire
A poor hire with a salary of £42,000 can actually cost a business more than £132,000
The hidden costs of failed recruitment include training, lost productivity & attrition
4 in 10 employers (39%) admit their interviewing & assessment skills need improving
Hiring on Skills & Firing on Behaviours - underwriting your quality of hire
80% of failed hires ( first 12-18mths ) are due to a behavioural mis-match
Blending Skills, expertise & experience with behavioural matching
Counting of the science of ‘Predictive Validity’ – layers of scientific evidence
Confirming the ‘will do’ versus the ‘might do’ of a candidate’s in post-performance
Scientifically improving Diversity & Equality – scientific candidate evidence
Conscious & unconscious bias fails to support hiring diversity & equality agenda
Scientifically supporting the behavioural & skills match regardless of type
Multiple layers of scientific candidate evidence = an ‘undisputable’ behavioural fit
Challenging hiring stakeholder pre-conceptions with scientific evidence
B2P – ‘Behaviours to Performance’ - McQuaig behavioural profiling
Identify the ideal behaviors first & blend with skills, expertise, & experience
Conduct behavioural profiling early on in the lifecycle to improve hiring efficiencies
Mitigate against conscious & unconscious bias forming before profiling
Create a fail – safe hire by promoting behavioural matching to guarantee performance