Does this sound familiar?
It can often be difficult to attract highly-educated talent, even though this is crucial for the long-term future of your company. In addition, recruitment and selection takes a great deal of time and money. This is why you want to recruit the right employee first time around and train them in such a way that they stay on board, develop as effectively as possible, and make a maximum contribution to your company.
What if...
- You bring in new talent and allow them to challenge you to ensure you continue to evolve and are ready for the future?
- Candidates make a conscious decision to join you because it's crystal clear that you’re investing in them, which makes you stand out in the job market?
- The loyalty of your employees - yes, even millennials : ) – increases, they feel more connected to your company, make greater efforts and stay on board for longer?
- You receive support for recruitment, selection and training when you need it, without having to grow your HR department?
It's not wishful thinking: customers are attaining these results with their TalentInnovation process. They say so themselves:
Your TalentInnovation process in three steps:
1
I work with HR to evaluate the profile description in advance. During recruitment, I conduct an individual interview with shortlisted candidates and the manager to clarify expectations. I then provide recruitment advice on this basis.
2
After recruitment, I sit down with the new employee and their manager. We align the expectations and adapt the TalentInnovation process to their needs, tailored to the drivers and talents of the new team member.
3
I run a parallel one-on-one supervision with a focus on personal development. The objective is encouraging employees to utilise their personality at work to ensure it better suits them, that they get more fulfilment out of it and ultimately, reap the rewards.
What are other companies signing up for?
Go for a win-win | As an SME, you want to stay on top of the game. The key? Getting talent from new generations on board and giving them the space to grow, ensuring they will add value to the company. Fortunately, this is exactly what those new generations are waiting for.
Unburden managers | Your management team already has a lot on their plates, and the professional and personal development of new team members is too important to do in between. I involve them in this process, but in as efficient a way as possible.
Get commitment | The responsibility for professional and personal development lies not only with the manager, but also with the employee. This is why I focus on the shared commitment of a team member and manager during the personal development process.
Three reasons to use my services
I started new departments and processes in my career and motivated people to learn new skills. I never pushed people to do so: I encouraged employees to develop themselves. I will do the same for your company.
I continually worked with innovative SMEs in an international context. I will bring this open attitude to your company, taking into account the personal characteristics of every employee and manager.
I know what works and offer a proven concept, for which corporations have paid their dues. I will familiarise myself with your company quickly and I know how corporate insights best fit your environment.