Desired Skills:
Desired Qualification Level:
The Challenges Successful strategy execution requires overcoming organizational design rooted in an era where the goal was stability rather than reinvention and agility. The Silos Landscape The enterprise remains a patchwork of natural silos born out of reporting lines, geographies, and other boundaries. Even in matrix organizations, horizontal strategy execution must contend with friction and push-back. Loss of Context In large organizations with numerous management layers, translating strategy into roles and responsibilities leads to a loss of context. It becomes increasingly difficult for people to understand how their efforts fit into the big picture. Our Business Ethos We go the extra mile to identify the talent best suited to the role you’re looking to fill. At the same time, we recognize that they must also be a fit for your organization and its cultural dynamics. We understand that mutual success depends on a solidmatch between our client and our talent. This is our motivation – Supplying today’s talent for tomorrow’s success. Our Business Methodology The systematic & intelligent acquisition of attitudes, concepts, knowledge & skills result in improved performance & extended success of the people you choose” Intelligence gathering before, during & after the recruitment process. While good recruitment today is characterized by ‘one-size-fits-all’ questionnaires and psychometric tests, Perceptive Personnel adopts a more personal approach underscored by all necessary due diligence and pre-screening of applicants. The perceptive science of recruitment: 1. human-powered processes to find, engage, and attract candidates; 2. real time data gathering to drive continuous hiring improvement; Why Perceptive Personnel We believe while the hiring process is ongoing, to keep ahead of the competition businesses must embrace both the hard data and what can be gleaned from it. Therefore we look at all recruitment intelligence for real insights to hiring trends giving our clients the power to approach their hiring processes more strategically. The Intelligence we share: • Benchmarking the positions role & salary with other organisations • Building Data on your competitor’s employees & movements of such within the industry • 1, 6 & 12 month post hire feedback with candidates to gather useful data such as clear advancement opportunities & brand engagement (Candidates knowledge &/or perception of your business) • Root Causes for High staff turn around in a specific role • Root Causes for High position turn around • Trend Analysis such as: Culture disconnects, Training shortfalls • The study of a firm’s past employment needs over a period to predict future needs • Ratio Analysis - A forecasting technique for determining future staff needs by using ratios between a causal factor and the number of employees • Using data to assess the average hiring load & past turnover rates to make perceptive hiring decisions • In addition, we have partnered with MIE (Managed Integrity Evaluation) to conduct full integrity checks on our candidates, verifying their credit, criminal, qualifications, membership status and ID validation
Receive a daily digest of all new jobs matching this job. Your information is safe with us and you can cancel any time.
EMAIL ME JOBS LIKE THISJob expired on 2024/04/16
Receive a daily digest of all new jobs matching this job: Senior IT Auditor. Your information is safe with us and you can cancel at any time.
