As part of our recruitment consultancy service we monitor and assess the performance of each stage of the recruitment process broken down into the following core areas:
Strategy:
Do you have a clearly defined recruitment strategy encompassing talent attraction, candidate assessment, retention and employer branding?
At Armon Franks we provide consultancy services to businesses of all sizes helping them to design and implement robust recruitment structures, providing expertise and consultancy to support organisations that are looking to develop innovation and best practice that will drive efficiencies and reduce costs within their recruitment processes.
Employer Brand:
Whether you’re developing a dedicated careers site or an ad hoc social media recruitment campaign, as recruitment experts, we help our clients develop end-to-end candidate communication channels, aligning all the key stages of the recruitment process with clear and consistent messages dedicated to building a strong employer brand.
Candidate Acquisition:
Recruitment is becoming more like marketing than ever before, and it’s essential for organisations of all sizes to implement the principles of marketing within their candidate acquisition strategies.
At Armon Franks we help our clients develop a strong online presence via all major job advertising boards, maximise their career website, optimise all appropriate social media channels and use internal brand ambassadors to target both active and passive candidates and develop talent pools in order to access the best available candidates.
Assessment & Selection:
To prevent any unexpected surprises further down the road it is essential to develop a thorough candidate screening process which is capable of examining and investigating each element of an individual’s employment history to ensure that it checks out.
At Armon Franks we can provide clients with advice and support on the best way to evaluate potential candidates including interview techniques, employment checks and skills assessments in order to gain vital insights into a potential employee.
Candidate Experience:
In an age of social media an organisations communication can have either a positive or negative impact on its brand and this includes the candidate experience when applying for a position.
The hiring process is a major part of how candidates form an impression of most organisations.
Unless you're a global brand most people don't know what it's like to work for your company, so if your recruitment team is disorganised or unprofessional, that's how the candidate will perceive the entire organisation.
If you're fortunate they'll only tell their friends; if you're not, they'll tell the whole world via Glassdoor.com.
On the other hand, if a candidate has a positive experience you'll improve your employer brand making it far easier to attract and retain good candidates.
Talk to one of our consultants about how to improve your candidate recruitment experience.
Employee Retention:
Whilst a moderate level of staff turnover can be good for a business as it brings fresh ideas and approaches, every business needs to have a strategy in place to retain the high performers; those employees that you can’t afford to lose.
High levels of employee turnover can be very costly; it can lower internal morale and at worst could harm a company's external reputation and ultimately cost it business.
So, understanding the importance of staff retention is vital. Through insight and expertise our team of specialist consultants can show you where, when, and how to identify any breakdowns in the employee-employer relationship and provide comprehensive solutions to correct them.
Armon Franks has a strong record in managing organisational change and transformation projects and can provide support at every stage of the recruitment cycle, from assessing current activities and strategies to designing and implementing bespoke hiring processes and procedures.
Contact our specialist recruitment consultancy team for impartial advice on the best approach for your business.