Talent Management 
Services
- Advertising & Response Management
- Response Management & Interview Pre-Screening
- Agency Management
- Executive Recruitment
- Advertising & Employer Branding
- Contracting
- Credentialing
- Business Psychology
Our recruitment and HR services have been designed to decrease your risk by employing thorough & efficient processes, with fast turnaround times at competitive rates. Our ethical and legally robust recruitment methodology increases accuracy and decreases risk. In addition, we have reviewed the recruitment process and broken it down into component parts.
We offer many individual services or most commonly, combined solutions tailored to our clients specific needs. Working with our clients as a strategic partner rather than a supplier, our strong customer focus and commitment to delivery separates us from the norm. Our unique services, how we provide them, and the standards and valueswe work to provides us with a unique value proposition for both clients and candidates.
ADVERTISING & RESPONSE MANAGEMENT
Response Management is the next generation of recruitment services. It has been specifically designed for those employers who have leaner human resources budgets. It is the new solution to managing mainstream press, internet advertising and response.
Response Management represents significant savings in both time and money as internal personnel are not diverted by the largely administrative and timely process of reading and culling job applications. The Integris Group does the mundane work of fielding applications in response to your recruitment advertisement, leaving you to concentrate on what’s really important - selecting and interviewing the three to five top candidates efficiently and economically. Response Management delivers a streamlined, hassle-free recruitment process.
:: What is Response Management? :: Response Management is a fully integrated advertising and response management service. It includes:
- Taking the recruitment advertising brief from the client;
- Writing press and advertisement copy;
- Coordinating media placement of advertisements;
- Managing applicant response (both phone inquiry and written response collection);
- Capturing 'passive' candidate information from telephone inquiries;
- Sending applicant acknowledgement (specifying response time and selection process);
- Sending hold or regret letters upon direction from the client;
- Providing applications to the client in original format; and,
- Reporting on applications and their source to measure efficacy of advertisement spend.
:: How Long Does it Take? :: All applications can be forwarded to the client within two (2) working days of the closing date for applications. The length of time for project completion, however, varies as it depends on the quality and quantity of responses and how long it takes for the client to complete interviews and make a final selection. As much as possible, however, timeframes are agreed in advance.
:: What Does it Cost? :: Our Response Management is very competitively priced. The unit costing will depend on the number of advertisements, size of the campaign and therefore the number of applications we can expect.
Contact us for further information about Response Management today.
RESPONSE MANAGEMENT & INTERVIEW PRE-SCREENING
In addition to our Response Management services where we save the client time in taking phone response, collating and actioning candidate’s applications, we also offer Interview Pre-Screening. This is the task of siphoning through applications to find the candidates to shortlist. Many clients prefer that the Integris Group sorts applications, screens top candidates over the phone prior to handing the applications back to the client, along with a suggested shortlist of five candidates based on the phone interviews conducted. Specifically, the Integris Group career consultant:
- Reads all CVs and sorts based on predetermined criteria
- Screens the top 15 candidates using standard phone interview.
- Selects the top five candidates to shortlist. A transcript of interview of these top five candidates is provided to the client.
- Provides daily feedback to client
Agency Management is a successful and proven system for line managers to contact multiple recruitment agencies through a single point of contact. A properly managed Agency Management agreement delivers many benefits, including reducing the hassle normally associated with multiple agency contact (invited or not) yet delivering the best possible active candidates available at the time.
Why should other agencies be interested? Certainly, agencies prefer to deal with organisations directly as they can call the shots, up sell services, and justify fees. We know how recruitment works and we know how to get the best out of agencies. Our Agency Manager is always available for communication (including outside office hours), and provides supplying agencies with relevant information - position updates, candidate feedback, reviewing offers/acceptances/rejections. We manage the whole process and that means for agencies they only have to supply quality candidates, send the CV and the rest is done for them.
For further information on Agency Management contact us
Our contemporary executive recruitment methodologies involve the use of Performance Profiling, Employer of Choice Branding and the presentation of an Employment Value Proposition throughout the entire recruitment process. We use wide-ranging Semi-Sourcing, and promote Business Psychology and thorough Credentialing. We employ these methodologies to attract and manage talent to generate better results for our clients. As skills shortage increases, the importance of partnering with an innovative, contemporary consultancy staying abreast of market changes is crucial.
:: Performance Profiling describes the six to eight performance objectives a candidate taking the job needs to do to be successful. It is used in addition to a job description, however doesn't describe skills or traits, but rather what the person needs to accomplish with his or her skills and traits. There are competitive advantages for our clients in using this methodology. Creating a performance profile opens jobs to a broader range of candidates with high potential. It also serves to start convincing candidates early in the recruiting process that compensation shouldn't be the reason for evaluating or taking a new opportunity. Instead, they should be evaluating a great fit and good career move.
:: Your Employment Value Proposition (EVP) is a truthful and compelling answer to what your employees get from working for you. What can you offer over other organisations? What unique advantages can you present to them? These may include security and reward, the environment (social interaction, prestige, physical space, or amenities), the reward of work (making a difference, being heard, seeing results), values and being part of something, personal growth, career growth and development. Using the EVP and Performance Profiling works with candidates early in the recruiting process that compensation shouldn't be the reason for evaluating or taking a new opportunity. Instead, they should be evaluating a great fit and good career move.
:: Semi-Sourcing Recruitment methodologies utilise multiple sourcing streams to maximise the talent pool. The applicant streams are generated by the following:
- Internal applicant referrals
- Resume database and pipelines
- Internet data-mining
- Online advertising via major job boards
- Targeted press advertising reaching both active and passive job seekers
- Range of Employer of Choice advertising
- Career micro sites targeting active candidates
- Employee referrals targeting passive candidates
:: Executive Search in conjunction with high-profile advertising proves to be highly successful in generating the optimum choice of candidates. Our search process includes research and analysis of companies and individuals possessing the relevant profile and experience to fulfil your criteria.
:: Assessment and Selection Processes based on equity, merit and competency analysis are efficient, ethical and legally robust to increase accuracy and decrease risk. We use objective, valid and fair recruitment methodologies utilising a selection tools based on weighed technical and behavioural competencies and capabilities. In addition to Performance Profiling, we use thorough competency/behavioural interviewing, which is used to assess the technical, professional, leadership, management, and behavioural competencies required for the position in addition to creating opportunity and identifying areas of stretch.
:: Integrated Marketing & Human Resources :: Our consultants bring to our clients a valuable combination of marketing and human resources expertise. Recruiting in a talent short market is about advertising, marketing, positioning, and understanding buying behaviour. We have an intimate knowledge of candidate purchasing behaviour. This means knowing why candidates accept or reject roles and why they would favour working for one organisation over another.
:: Guarantees You Can Rely On :: The Integris Group offers our clients a three month guarantee on placed candidates. We interview the placed candidate on issues such as induction, support, performance, and realisations of the role to track their progress, especially over their introductory months.
:: Talent Relationship Management is critical in our recruitment process as our business is all about people. We’re not about treating people like numbers. We are aware that we are not only representing our brand, but our client brand in everything we do. We want the process to be positive for clients and candidates alike and even if a candidate is unsuccessful they should go away with a positive view of your company. We also try to value-add to the candidate’s recruitment experience by providing valuable career management information and on potential roles, conducting a career gap analysis. This markets the employment value proposition at every stage of contact and positions are communicated to convey an attractive job offer focusing on:
- Type and level of work
- Career development framework
- Remuneration framework
- Work location
- The work environment
For further information on Executive Recruitment contact us.
ADVERTISING AND EMPLOYER BRANDING
In line with the Job and Performance Profile and the Employment Value Proposition it generates, creative Employer of Choice advertising is key to attracting strong active candidates in a candidate short market, and to capture the attention of less active, more discriminating candidates. Employer of Choice advertising attracts top talent to offer convincing career opportunities, not just another job. We work with a select panel of award winning advertising and creative agencies to present your Employment Value Proposition in an eye catching, visually stimulating manner to attract, engage, stand out and be different. We ensure our advertisements are designed with a strong call to action, to elicit greater ad response and ensure our copy is powerful. Our service includes copy writing, creative and design services, typesetting and production, media selection advice and costings. Advertisements may be open with client logos displayed or confidential. Advertising options available are:
- Newspapers
- Internet Job Sites
- Intranet
- Cinema
- Television and Radio
- Direct Mail
- Posters
- Company notice boards
- In-house publications
- Professional journals
For further information on Advertising and Employer Branding contact us.
Whatever the size of your organisation, your HR resources can be stretched by everyday occurrences such as sickness, maternity leave and secondment, as well as by specific business issues including restructures and new projects. In any of these instances, contracting can provide a quick, low risk and cost effective solution. Our clients in both the public and private sector find contracting a fast and effective way of running projects smoothly and dealing with any loss of skills in their workforce. In addition, the contractors salary, workers compensation, professional indemnity, public liability, payroll tax, and administration is handled by us, saving you the time and effort of adding new employees to the payroll and headcount
For further information on Contracting contact us.
Psychometric assessment provides an objective summary of an individual's abilities, behavioural style and cultural fit and is an excellent predictor of performance. Utilising the skills and experience of qualified Organisational Psychologists, the Integris Group uses psychometric assessment to assess:
- Aptitude including verbal, numerical, and abstract
- Managerial Critical Thinking (Leader-Manager)
- Comprehensive Personality Assessment
An Organisational Psychologist will facilitate and assess the psychometric assessment. Ability-based scores can be incorporated in the selection scoring, and personality or temperament profiles are used for verifying behavioural interview scores and providing a basis for referee checks on the strongest candidate.
Our full psychometric assessment batch is available within 24 hours of the completion of the assessment. Advantages of the use of our psychometric assessment includes enhancing job selection procedures, identifying strengths and development areas, predicting behaviour, ensuring objectivity, and reducing recruitment costs.
For further information on Business Psychology contact us.
