Talent Management

Remember that teacher in school that took an extra special interest in you realizing your full potential?

 Maybe it was your parents who placed you in every extra-curricular activity that you wanted to explore until you found the one that you loved? Or perhaps it was that one friend who was your biggest cheerleader; celebrating every small victory you accomplished which motivated you to keep pursuing your dreams? Have you ever stopped to think about what life would be like without their help?

That is exactly what effective recruitment and employee development is. It is taking an active interest as it relates to your employees. It is like creating that boost to your employees similar to the personal experiences you had along your path to success.

It is hiring the best fit for your organization by assessing the value they will add based on their skills, talents, experiences and if they match the culture. Additionally, it is about creating a plan to help both new and seasoned employees to learn, grow and advance by helping them to realize their full potential. This in turn significantly ensures the growth and sustainability of your organization.

General Recruitment

The textbook definition of recruitment that we all know is the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. Recruitment by our definition is all those things plus the most important thing unique to each organization which we call the “best fit principle”. This is looking at the individual as a whole and matching that individual to the culture of your organization. This in turn will reduce the likelihood of turnover, increase employee work fulfilment and the increase in overall profits for the organization

Since every culture is unique, this package can be customized precisely to your company’s values and your open role’s needs for optimum results. To set the standards for the assessment, we ask you to rate a list of values according to their importance for your culture and indicate the behaviors (such as analytical, diligent, helpful, etc.) and high-level activities or interests (such as strategizing, teaching, designing, etc.) that are important for your open role. Candidates then receive a blank survey that asks them to select the values, behaviors, and activities that matter most to them.
We then map the results of each candidate against the specification of your organization.
The results of the culture add test help you understand how each candidate aligns with your organizational values and how their behaviors and interests contribute towards what you’re looking for in a particular role so you can find the perfect hire. 

This package includes:

  •   Job Description & Specification Creation
  •   Compensation Package Design
  •   Sourcing Candidates
  •   Application screening & Shortlisting
  •   Psychometric Testing
  •   Interview
  •   Employment Contract Creation
  •   Basic Onboarding

 

The pricing for this assessment depends on your specific needs and you have the option to customize.

Click the tab below to complete a brief form so we may generate a quotation for you.

Executive Recruitment

Executives and strategy consultants are constantly involved in decision making that can make or break a business. A sustainable competitive advantage can only be attained by those who consistently make the right judgment calls in the face of uncertainty. Whether those judgments involve the company strategy, a business plan, or trade-off within performance improvement projects, there is value at stake in all of them.

Skill Source has developed an Executive Recruitment process that evaluates candidates’ judgment in the areas of: corporate and portfolio strategy, innovation, cost transformation, digital transformation, procurement, supply chain, organization, operating model, behavior change, mergers and acquisitions, corporate finance, sales, pricing, customer segmentation, value propositions, go-to-market, and customer experience.
This is not only for experienced professionals but also recent graduates. Every candidate can demonstrate their judgment ability; knowledge of concepts, frameworks, or theories will not help candidates perform any better. Employees must have the ability to make the right judgment calls in difficult business contexts to improve the competitive position of the company.

This package includes:

  • Job Description & Specification Creation
  • Compensation Package Design
  • Sourcing Candidates
  • Application screening & Shortlisting
  • Psychometric Testing
  • Interview
  • Employment Contract Creation

  • Basic On-boarding

The pricing for this assessment depends on your specific needs and you have the option to customize.

Click the tab below to complete a brief form so we may generate a quotation for you.

Employee Development

Executives and strategy consultants are constantly involved in decision making that can make or break a business. A sustainable competitive advantage can only be attained by those who consistently make the right judgment calls in the face of uncertainty. Whether those judgments involve the company strategy, a business plan, or trade-off within performance improvement projects, there is value at stake in all of them.

mentEmployee development is often referred to as professional development or an employee growth plan.  This is the process through which employees, with the support of their employer, undergo professional training to improve their skills and grow their knowledge for their current job or for new roles and responsibilities within the organization.

Employee development does not refer solely to optimizing an individual’s skill set for a particular role. Rather, it refers to continued learning that nurtures the professional as a whole.

While it is ultimately the individual’s responsibility to manage their professional development, it is of the employer’s benefit and best interest to facilitate the employee’s growth in whatever capacity. Resulting in:

  1. Employee loyalty
  2. Reduced turnover
  3. Increase in productivity
  4. Enhanced company image
  5. Increased profits

The truth is, employees have different interests and abilities so a cookie-cutter approach to development will not work.

The best approach as an employer, is following these four steps: 

  1. Determine what needs your organization has
  2.  Focus on the individual’s needs
  3. Create a plan and offer opportunities that will benefit the individual and your company
  4. Keep track of the progress

This package includes:

  • Value evaluations
  • Interest evaluations
  • Personality evaluations
  • Aptitude Evaluations
  • Career planning Report – employer guide
  • Career planning coaching session – 1 hour per employee

    The pricing for this assessment depends on your specific needs and you have the option to customize.

    Click the tab below to complete a brief form so we may generate a quotation for you.

Leadership Competency Assessment

Leadership Competency Assessment is one of the most important things you could do for your employees and for the growth and profitability of your company.

This assessment simply identifies who the strong leaders are within your organization, their skills, strengths, weaknesses, talents, areas for training and the jobs they would be most progressive in.
Gone are the days when an employee is just thrown into a role, now employers can administer tests that places employees in their ideal job. This is also great for succession planning and for employees who will be considered for executive positions.
Candidates will be required to complete a form with a series of questions about themselves and to do a few assessments to generate the requisite results.

This package includes:

  •   Value evaluations
  •   Interest evaluations
  •   Personality evaluations
  •   Aptitude Evaluations
  •   Team Building and Leadership Seminar

The pricing for this assessment depends on your specific needs and you have the option to customize.

Click the tab below to complete a brief form so we may generate a quotation for you.

 

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