Building an Employer Value Proposition (EVP):

This area looks at researching and defining the client’s business environment through a series of stakeholder meetings and interviews.

The culture and environment can then be clearly referenced and communicated to candidates through a recruitment and selection process enhancing the likelihood of a sound hiring decision.

Cultural issues are often quoted by people exiting a business, early, in their career with an employer and this exercise is proven to reduce this risk.

Recruitment & Selection

Everything from training managers on how to plan and conduct a Competency Based Interview (DDI accredited CBI trainer) to building a full and bespoke assessment centre looking at the key competencies for the role(s) in question.
Typically this would consist of a CBI, Role Play, Presentation and Group Exercise.
There may also be online assessments built in and personality profiling.

HR Processes

Performance Management Process – Including training managers on how to plan for and conduct appraisals.
Offer Management – Making offers to candidates, negotiating package and generating paperwork.
Learning & Development – Knowledge & Skills training.
I feel this is an obvious area where there is a need to continue with the Learning Curve work that was started. As discussed in the past, the core curriculum needs building and delivering.

Leadership Development

Everything from building a Leadership Academy with defined development curriculum for: Aspiring Managers, New to Role, In Role and Second Line Leaders, through to individual plans for rising stars.
Talent Management – Succession Planning, Retention of top talent, talent identification and pooling (pre selection)