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Written by Super User on . Posted in Recruitment Process Outsourcing.

Market Intelligence & Analytics

Recruitment Market Intelligence & Analytics

In today's fast-paced business environment, businesses need to stay ahead of the curve when it comes to recruitment. Having access to market intelligence and recruitment analytics can provide valuable insights into what competitors are doing and how your recruitment process measures up.

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Our range of services

At Macildowie, we offer a range of market intelligence and recruitment analytics services that help businesses stay ahead of the game.

  • Competitor Analysis

    Knowing what your competitors are doing is essential if you want to attract the best candidates. Our competitor analysis service helps you identify who your competitors are and what they are doing to attract top talent. We'll review their job postings, employer branding, and recruitment processes to help you understand what you need to do to stand out in the market.

  • Salary Benchmarking

    Setting competitive salaries is critical if you want to attract and retain top talent. Our salary benchmarking service helps you understand how your salaries compare to others in your industry and region. We'll provide you with a detailed report on the average salaries for similar roles and industries, helping you make informed decisions about your salary offerings.

  • Recruitment Metrics Tracking

    Tracking recruitment metrics can help you identify areas of improvement and measure the success of your recruitment process. Our recruitment metrics tracking service provides you with real-time data on key recruitment metrics such as time-to-hire, cost-per-hire, and applicant-to-hire ratios. We'll work with you to identify areas for improvement and implement strategies to improve your recruitment process.

  • Predictive Analytics

    Predictive analytics can help you identify trends and patterns in your recruitment data to make informed decisions about your future recruitment strategy. Our predictive analytics service uses advanced analytics tools to identify the best candidates for your business based on your historical recruitment data. We'll provide you with insights into what works and what doesn't, allowing you to make data-driven decisions about your recruitment strategy.

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Why choose Macildowie?

  • Addressing skill shortages: Our services help you understand what your competitors are doing to attract top talent and what salaries you need to offer to remain competitive.

  • Improving recruitment process: By tracking key recruitment metrics, we can identify areas for improvement and implement strategies to improve your recruitment process, resulting in reduced time-to-hire and increased quality of hire.

  • Making informed decisions: With access to real-time data and predictive analytics, you can make informed decisions about your recruitment strategy and ensure you are hiring the right people for your business.

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Written by Super User on . Posted in Recruitment Process Outsourcing.

Internal Candidate Management

Internal Candidate Management

Internal candidate management is a critical aspect of any successful recruitment process, as it allows businesses to identify and develop their existing talent pool. By promoting from within, organisations can retain their top performers and ensure a smooth transition when key employees retire or leave the company, reducing the risk of disruption to the business and customer base.

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Our range of services

At Macildowie, we offer a range of internal candidate management services, including talent management strategy development, career coaching, assessment and evaluation, and succession planning. Our experienced team of consultants work closely with clients to understand their unique needs and develop customised solutions that align with their overall goals and objectives.

  • Talent Management Strategy Development

    At Macildowie, we work with you to develop a talent management strategy that aligns with your overall goals and objectives. Our team of experts will identify the key competencies required for each role, develop career paths and succession plans, and create development plans for high-potential employees.

    We'll work with you to identify your current and future talent needs, as well as the gaps in your current talent management practices. By developing a comprehensive talent management strategy, we can help you to ensure that you have the right people in the right roles at the right time. Talent Management Strategy Development

  • Career Coaching

    Our career coaching services are designed to help employees identify their career goals, assess their strengths and weaknesses, and develop a plan for achieving their career aspirations. We provide one-to-one coaching sessions that enable employees to identify their career goals, assess their current skills and experience, and develop a plan for achieving their goals. By providing employees with the tools and support they need to progress in their careers, we can help you to retain your top performers and develop a pipeline of future leaders.

  • Assessment and Evaluation

    Our assessment and evaluation services are designed to help you identify and develop your internal talent. We use a variety of tools and techniques, including psychometric assessments and skills testing, to identify candidates with the right personality traits, cognitive abilities, and technical skills for the role.

    Our team of experts will work with you to assess and evaluate your internal talent pool, providing you with a clear picture of your current talent landscape and the opportunities for development and growth within your organisation.

  • Succession Planning

    Our succession planning services are designed to help businesses ensure a smooth transition when key employees retire or leave the company. We work with you to identify key roles and potential successors within the organisation and develop plans to ensure that the right people are in the right roles at the right time. By developing a comprehensive succession plan, we can help you to reduce the risk of disruption to your business and customer base and ensure that you have a pipeline of future leaders to drive your organisation forward.

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Partner with us

By partnering with Macildowie for your internal candidate management needs, you can ensure that your business is well-equipped to identify and develop your existing talent pool, promoting from within and retaining your top performers for the long-term success of your organisation. Our services are designed to help you identify, develop and retain the right people for your organisation, ensuring that you have a competitive advantage in the market.

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Written by Super User on . Posted in Recruitment Process Outsourcing.

Hiring Manager Training

Hiring Manager Training

At Macildowie, we know that hiring the right people is crucial to your company's success and your hiring managers play a vital role in this process. However, we also understand that the recruitment process can be daunting and time-consuming, particularly for busy hiring managers who are juggling multiple responsibilities. That's why we offer Hiring Manager Training as part of our RPO service.

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Our range of services

We offer a range of services designed to support hiring managers throughout the recruitment process, from developing an effective recruitment strategy to onboarding and retaining new employees.

  • Recruitment Strategy Development

    Recruitment Strategy Development We will work with you to create a bespoke plan that meets your company's needs and objectives. Our team works with you to identify your recruitment goals and develop a plan that incorporates best practices and the latest recruitment trends. This ensures your recruitment process is efficient and effective.

  • Interview Training

    We provide training to hiring managers on how to conduct effective interviews, ask the right questions, and evaluate candidates fairly and objectively. This helps to ensure that all candidates are given a fair chance and that the hiring process is successful.

  • Candidate Assessment and Evaluation

    Our team provides hiring managers with the tools and resources they need to assess and evaluate candidates effectively. This includes developing assessment criteria, using assessment tools, and conducting reference checks. With our help, you can ensure that your hiring process is objective and based on the candidate's qualifications and experience.

  • Onboarding and Retention

    Once a new employee is hired, it's essential to ensure that they are set up for success. Our Hiring Manager Training services provide training and support to hiring managers on how to create effective onboarding programs that integrate new hires into the company culture, provide the necessary training, and set them up for long-term success. We also offer retention strategies to ensure that employees stay engaged and motivated.

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Why choose Macildowie?

By choosing our Hiring Manager Training services, your business can benefit from highly effective recruitment processes, skilled and confident hiring managers, and increased employee retention rates. Our services are designed to address common hiring challenges such as a lack of recruitment strategy, ineffective interviewing skills, and low employee retention rates. We'll work with you to create a tailored plan that meets your unique needs and objectives, providing your hiring managers with the tools and training they need to become highly effective recruiters and managers.

With our help, your hiring managers will gain the confidence and skills needed to identify and attract top talent, conduct fair and effective interviews, assess candidates objectively, and onboard new hires in a way that ensures their long-term success within the company. Ultimately, this will help to increase employee satisfaction and retention rates, while also enhancing your company's reputation as an employer of choice. If you're looking to improve your recruitment processes and set your business up for long-term success, get in touch today.

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Written by Super User on . Posted in Recruitment Process Outsourcing.

Onboarding and Pre-Onboarding

Employee Onboarding and Pre-Onboarding

Once you’ve hired that ideal candidate it’s important to ensure your onboarding and pre-onboarding processes are up to scratch. Onboarding ensures that new members of staff are ready to smash their roles and be successful. You need to make sure it’s designed for their role, their future and the company’s goals and priorities too. However, with the increase in hybrid and remote roles, having a great onboarding process can be challenging.

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What is it?

It has been proven that many companies don’t realise how long it can take for a new starter to get up to scratch and start performing well, they need plenty of support to get to this stage. In order to have amazing employees that stay with your company, your onboarding process needs to be successful. In fact, if it is not your new hires can have a lack of confidence which will eventually lead to them getting a new job elsewhere. However, staff who have a successful onboarding process can feel up to three times more supported, boosting their confidence, and making them better at their role.

How to make onboarding a success

Your onboarding process needs to be lengthy and detailed, giving your new hires plenty of time to settle in, build new relationships and feel supported. Managers should be heavily involved in these processes, this also sets up their relationship well too. During onboarding, it’s your company’s responsibility to make sure each new hire is in a positive and supportive environment. However, we understand that this can feel overwhelming, what should you focus on?

  • Ensure your goals are clear

    To have the very best process you need to know exactly what you want to get out of it. Ideally, they should be based on connection, culture, clarification and compliance. Ask yourself questions and base your goals on those answers. Next, you need to find a system that will allow you to measure if you’ve met those goals, and then you can measure and build upon your success.

  • Build the best onboarding team

    The best team should involve a range of departments and seniorities. Therefore, a range of people in the company should be there to support the new employee and introduce them to the rest of their teams, building stronger relationships. A critical connection is between the new hire and the CEO, a good one will make them feel included and important.

  • Ensuring there is sufficient support throughout

    Support should be based on ensuring the new employee can perform well and create connections, don’t waste it all on admin tasks. In terms of pre-onboarding, you can have them already registered on your systems, and have a welcome video sent to them and their initial schedule. Also notifying the rest of the team about them helps them feel more at ease and ready for their first day.

    Once they have met the team it is vital for them to grow and learn whilst receiving feedback from a range of staff in the organisation. Once the onboarding process is complete you should be able to measure how well you’ve done, both for you and the employee and find out what needs to be improved.

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Struggling?

If you’re finding it hard to retain employees a strong pre-onboarding and onboarding process can make a big difference. Focusing on creating a process that will nurture and allow your staff to grow into the role and form good working relationships can make all the difference.

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Talent Assessments

Talent Assessments - Psychometric Testing

Psychometric tests are useful because although someone’s CV might show them as the ideal candidate, there is much more than what is on paper that could determine how they approach work. Things like personality and communication skills should be tested as well to see their suitability. Therefore, they allow you to get a better view of the candidate, as you can gain an insight into how they solve problems, sort out data and much more.

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What is it?

These tests are used to see talent’s attitude and behaviour, intelligence and mental abilities. There is a range of tests that can work out if a particular candidate is suitable for a job, each giving a different insight into a candidate's capabilities. Psychometric tests are different from other tests candidates might face. Traditional ones focus on qualifications and experience, whereas these test other attributes and are much more in-depth.

Why is it vital when recruiting?

In today’s world, there is fierce competition when it comes to getting a job, and this can make recruitment processes more challenging. You can very easily hire someone who seems like a great candidate but all too soon you could realise that they don’t fit in with the team as much as you’d like. These types of situations are frustrating and should be avoided.

Therefore, a measurable assessment like psychometric testing can be useful to see these attributes and how they might act in your organisation. It also ensures that this insight is done fairly with no bias. Psychometric tests are objective and standardised, so you know the results will be reliable and fair. For example, in a career in the medical field like a paramedic, patience and caring need to be shown. Spending a bit of extra time to run psychometric tests can save you money and time in the long run, ensuring you really are hiring the right person.

The Benefits

The data that psychometric tests provide can help you make a more informed decision about who you’ll hire. It will allow you to understand how someone might act in a certain scenario or high-pressure environment.

  • Understand candidate emotions

    Tests can allow you to understand their emotional intelligence, this is a great indicator of how they might work within your team and how they choose to communicate.

  • Test their intelligence

    Whilst a candidate might have all the relevant qualifications on paper, a test to work out their intelligence can be really telling of their cognitive ability. Cognitive ability influences all sorts of things like learning new things and much more.

  • See future leaders

    Psychometric tests can determine if a candidate has any leadership potential, this is useful to know when hiring as you can see how they could fit in with the growth of the company.

  • Understand their behaviour

    Perhaps the most important advantage, these tests can give you the all-important insight into how the candidate will behave in your organisation. From communication to their motivation, you will learn about their behaviour.

  • Ensure your recruitment process is consistent

    These tests will ensure a part of your recruitment is consistent, so every time you’re hiring you have an insightful benchmark to help you make your decision.

  • Brings to light ability rather than experience

    Experience can be useful but a candidate's ability will truly let you understand how they can perform in your organisation. This skill set is worth knowing.

  • Saves time

    A few psychometric tests will tell you a lot about a candidate and won’t take up much time. If you’ve got multiple candidates these tests can help you make a shortlist of the very best quickly.

  • You won’t just have to rely on interviews

    Whilst an interview may be useful to meet candidates and learn more about them, everyone has off days and some people just aren’t good at interviews. Alternatively, some candidates will perform well in interviews but won’t fit into your workplace well. These tests allow you to see more than just their interview performance, they’ll give you some interesting insights.

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The different types of tests

There is a range of psychometric tests you can use depending on your organisation and desired outcomes. In terms of aptitude tests, there is error checking, logical, diagrammatic, inductive, verbal and numerical tests. There are also behaviour tests to see how they communicate and personality tests that learn about their interests and values. These two are great at seeing how the candidate might fit within your organisation. Similarly, there are also emotional intelligence tests that can see how they deal with emotions and how this impacts their behaviours.

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Written by Super User on . Posted in Recruitment Process Outsourcing.

Interview Outsourcing

Interview Outsourcing

It can be difficult to do interviews, did you know you can outsource help? Macildowie is here to help and we can conduct interviews for you, no matter the seniority of the hire, and provide you with our expert opinion to help ensure you get the best person for the job.

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The Benefits

No matter the size of your organisation or hiring department it can be a challenge to find the most suitable person to interview candidates. Even if you think you’ve got the right person, are you confident that the interview was done in enough detail?

  • It’s easy to use

    When you outsource your interviews to Macildowie, you leave all of the hard work to us. We’ll spend the time researching and conducting thorough interviews so you don’t have to.

  • Your company will become more efficient

    Now you no longer have to use your leadership team to conduct interviews, these important team members can spend more time doing what they do best. This will ultimately make your organisation more efficient; they won’t be taking time to research, plan and conduct interviews.

  • No delays

    By outsourcing your interviews you won’t be met with any delays that internal team members might struggle with. Interview outsourcing will make the process a lot smoother. With Macildowie, there are no delays whether that’s for the actual interviews themselves, consultations and feedback too.

  • The best interviewers

    With Macildowie, you will get the best interviewers from a range of areas, depending on your needs. From finance to HR and many more, our expert consultants are here to make a difference.

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Written by Super User on . Posted in Recruitment Process Outsourcing.

Talent Pipeline Development

Talent Pipeline Development

There are many reasons your organisation might be looking to hire talent, from company growth to employee leaving it happens a lot. However, you shouldn’t wait for something to happen before you search for new talent, you need to have a talent pipeline.

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What is it?

Simply put, a candidate pipeline is a group of talent your company wants to hire. This means your company would be ready with the very best of candidates for when a position comes up, you won’t have to start the search again every time a vacancy comes up. However, a candidate pipeline still requires work, you need a solid framework in place to find the right candidates. This framework will be formed specifically for your company, based on your needs and goals.

The Benefits

Putting in the work to develop a strong talent pipeline has many benefits for your company

  • Making candidate's experience better

    Creating a talent pipeline is a proactive approach, as you will be tailoring candidates in order to get them job-ready. This places a bigger emphasis on focusing on the candidates, this is all about them and should be done at their pace. This should give them a better experience, something which will be of great benefit when they eventually join your organisation.

  • Your company will hire the best talent

    When you’ve only got 30 days or a few weeks to hire someone, you’ll run the risk of rushing and not making the best decision. This framework means you can have more time to think and plan, allowing you to hire the best talent rather than just the talent available.

  • You will be able to hire quickly

    It can be tricky to hire someone quickly, but if your candidate pipeline strategy is working well you will be able to hire someone who is perfect for the role, in a timely manner.

How Can I Make This Framework?

  • Work out what your organisation wants in the future

    In order to have a successful framework, you need to work out what direction your company will head in the future. Focus on the growth of the organisation and how jobs might need to be filled because of this. Ask yourself ‘what if’, your framework should be ready for any hires that your company might need. Take the time to think thoroughly, and even talk to other departments to get a full picture.

  • Have a plan to get your pipeline full

    After working out what you need, the pipeline needs to be filled. This will take place over time and is a gradual process where you need to be searching. This candidate sourcing can be done through a range of means, including referrals, social platforms, events and databases. Use what works best for you.

  • Connect with talent

    Once you’ve found the talent you’d like it’s time to connect with them and start building a relationship. Get to know them and see what they want in the future.

  • Evaluate the pipeline

    Once your talent pipeline is growing you need to assess it against what your company wants, anything from your culture to their personal goals will be relevant.

  • Look after the talent

    After the framework is full, you need to look after candidates and further build on the relationships, but don’t annoy them. It’s a delicate balance.

  • Work on support and training

    Once you’ve hired from your pipeline it’s important to look after this talent by giving them support and training when necessary. These programs will continue to look after them and make them the very best that they can be. This step is vital to retain the talent you’ve worked so hard on getting.

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The Key Parts

Candidate pipeline development is a modern process of finding your organisation the best talent. Whilst it might seem like a lot of work, it’ll pay off in the long run as you’re company will be filled with stronger talent, ones who will transform your business and make it grow.

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