Talent Sourcing Process
Following extensive research within your organisation, we will then begin talent sourcing where required - we separate the sourcing process into six distinct steps – at each step in the process there are predefined activities, responsibilities and outcomes:
Step 1: Consultation
We believe that all talent sourcing begins with conducting research to fully understand the candidates we are looking for, the culture we are recruiting into and the messages that will increase their interest as employees in your organisation.
The first step in the process is the consultation phase, this includes requisition approval and QA, which involve approval management, quality audit and under utilisation check, and the consultation Process, which includes discovery form, pre-screen questions and technology interactions.
Step 2: Generation
Candidates are generated from a number of sources:
- Targeted selection and networking
- Direct sourcing from within Acumin’s EMEA wide security-specific database
- Sourcing active candidates from appropriate portals
- Sourcing active candidates from external job boards
- Name generation of passive candidates from multiple networking sites
Step 3: Screening
The screening process involves short listing candidates, screening candidates, referencing, skills testing and assessments, and sharing candidates with the hiring manager through use of technology.
Step 4: Interview
The interview process includes the following steps:
- Interview scheduling
- Telephone screening
- Competency based interview
- Presentation
- Assessment centres if appropriate
Step 5: Offer
The offer step includes a verbal contingent offer, background initiation, automated reference checking, offer letter and counter-offer consultation.
Step 6: Onboarding
The last step in the process is onboarding. This process involves background checks, inductions, and conducting new hire onboarding surveys to ensure alignment with client and candidate expectations.
