Clients
We will deliver the best possible IT recruitment service whether you are a start-up,
a leading bank, or anywhere in between.
List of Services
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Hiring someone for your teamList Item 1
Once you have gone through the hoops of getting a position approved, finances in place, and the team ready for a new addition, you should look forward to hiring someone for the team.
Unfortunately, that isn’t always how it feels. Instead, it often feels like a necessary headache to hiring managers. The good news is that it doesn’t have to be that way.
+People take a systematic approach based on years of experience to consider every aspect that impacts the outcome throughout the hiring process.
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Hiring adviceList Item 2
Sometimes, we are looking for something that doesn’t exist. If that is the case, we’ll explain why and back it up with data. Then, we’ll offer alternative approaches and walk the hiring manager through the options.
We take a fail-fast approach so the wheels aren’t spinning in the mud and the hiring process doesn’t get drawn out.
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A multi-channel approachList Item 3
To get the best cross-section of candidates, you will need more than advertising. For a start, you’ll miss out on the biggest pool of candidates—passive candidates.
We take a multi-channel approach to make sure we cover the market and tap into every possible resource.
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PositioningList Item 4
Very few companies can rely on their brand alone to secure suitable candidates.
Candidates are less interested in brands than what an opportunity means to them. What will they do, what will they learn, and what will they become? That’s the way the modern candidate thinks.
You will only be able to align your attraction strategy with this.
Attraction
Competition for good candidates is hot. Therefore, businesses must be on their best foot to efficiently attract and secure candidates.
We usually advertise your opportunity (unless advised not to). We use job boards occasionally, but more importantly, we post the opportunity on our website so people contacted through a search campaign can view the opportunity.
All our consultants are trained in copywriting skills for recruiters and follow the widely used AIDA marketing framework. There’s a huge difference between a copywritten advertisement that talks about the opportunity and a reposted JD, which essentially describes the function (which most candidates will probably already be doing)
When explaining the opportunity to candidates, we don’t just cover the function; we are storytellers; we explain where the company has come from, where it’s going, its aspirations and vision, and why this opportunity is better than others on the market.
Of course, telling stories isn’t always enough to get the right level of interest; you need to sell too. So one of the many hats we wear is the Salesperson. Selling the opportunity the right way can often be the difference between getting a candidate over the line or losing them. It’s unusual for the HR team, Talent Acquisition or the Hiring Manager to sell an opportunity; we wouldn’t expect that. So let us do it for you.
Candidate assessment
When assessing candidates, it’s best to remove as much subjectivity as possible. Subjectivity (and gut feeling) can help when assessing team and culture fit, but objectivity is vital for assessing skills, EQ, potential, and alignment of motivation and preferences.
+People has created an assessment framework that covers the main areas that need to be considered when assessing candidates against an opportunity.
Outsourcing
Outsourcing can be a very effective way to solve your recruitment challenges. Give your recruiting needs to someone who will immerse themselves into your business to understand the culture, vision and ambitions, represent the opportunity and your business correctly and take the recruiting headaches away.
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