• Recruit highly talented engineers. Not just the best candidate in the market, but the best person for the job. 
  
•  Whilst Cutting your 'Cost to Hire' by up to as much as 75% over your previous traditional recruitment costs
  
• And reducing your 'Time to Hire' enabling you to engage the right person when you need them, and not when the market makes them available again
  

Admittedly, there are times when you've bitten off more than you can chew. But most of the time, someone else has presented you with an unrealistic project deadline that you are more-than-skeptical about meeting. 

With our Talent Acquisition services, you can quickly increase your team capacity and energize your project. We offer engineers who arrive job-ready to help you meet your important project milestones.

The engineers are highly motivated individuals who offer focused technical skills derived from our years of hands-on experience. With these individual track records comes the backing of CG-CoreEL.

Talent Acquisition: So what exactly do we mean by the term Talent Acquisition? Well, just as Customer Acquisition describes the overall strategic process around identifying market sectors, targeting client prospects, running direct marketing campaigns, selling and receiving the order (i.e. acquiring a new customer), so Talent Acquisition involves all the sub-processes around finding, attracting and engaging highly talented individuals into your organization.

Strategic Process - Historically organizations have not treated the recruitment process as one of strategic importance, but latterly many are now waking up to the reality that the world has changed dramatically. 

No more can the organization pick and choose between several great candidates for one position. Several changes in our connected world has tipped the scales in favour of the highly talented individual looking for a new opportunity. 

Firstly, of course, there is the Internet. Never before in the history of humankind, has there been such an enabling technology. Candidates can now advertise their desire to change jobs within minutes of making the decision and receive enquires about their talents within hours. 

Potentially, it is feasible that a high quality employee of yours, having received the final 'straw which broke the camels back' (bad appraisal, inappropriate negative response from boss, extra workload stress etc.) can post their CV/Resume up on a particular jobs board at midday today, receive three interested requests for contact with third party recruiters or headhunters within hours, be interviewed for an outstanding role (at one of your competitors) tomorrow, receive an offer in writing the following day and resign that afternoon (within 2 days). 

Scary, isn't it? But if the Internet has enabled this process for candidates, it has also brought significant advantages for organizations.

Direct access to the candidate market - Now organizations can go direct to the candidate market, thereby cutting the time it takes to find the right people, whilst dramatically reducing their recruitment costs. However, simply posting up jobs on various jobs boards is not the answer.

Best Practice Process - Instead, based on all the research we have compiled over the last 18 months, we believe that Talent Acquisition needs to be addressed at the most senior levels within all organizations - big or small, public or private. This means that Talent Acquisition needs to fit 'hand in glove' with your overall organizational strategy.

It needs to have the appropriate level of resources behind it; it needs to be monitored and reported on at all board meetings and it needs to involve many people within the organization who attribute to it the importance that the organization requires. 

But don't despair, given the correct focus we can help ensure that your organization becomes an 'employer of choice' in this brave new world. Because we do it all for you find, nurture and deliver the talent for your organization. 

We present here a glimpse of our whole Talent Acquisition Program .... 

Without employing the right people in the right roles at the right time, an organization will not achieve its goals. By managing Talent Acquisition as a key business process therefore (just like supply chain management, sales order management, customer relationship management etc.), we on behalf of you will be in a better position to attract and hire highly talented people as and when your organization needs them.

No longer will you be held ransom to a declining labour pool market, a skills shortage, or a short-term requisition.

Drawing on current research in the areas of human resource / capital management and online and offline recruitment, we have compiled a best practice guide to Talent Acquisition. Using the process developed we can help you recruit highly talented people when you want them, and at a price you want them for.

The process includes.

1. Uncovering Organizational Strategy - Before we start we first familiarize ourselves with the intended vision, mission, goals & objectives of your organization. Unless we do this we won't be able fit the talents perfectly within your organizations overall strategy and the organization will fail to achieve its stated goals. Ensuring that the organizations Talent Acquisition strategy is in line with the 'officially recorded' overall strategy will ensure that no time is wasted and no resources are diverted away from achieving the organizations goals.
   
2. Establishing your Talent Acquisition Strategy - You've probably heard it said, "Without a strategy the vision perishes". For the organization as a whole and also all constituent parts/divisions/departments this is certainly true. But how important it is also for key organizational processes. Without paying enough attention not only to the overall outputs of the process, but also to the inputs and resources employed within, the results may not be as expected. Without breaking down your objectives into bite-sized chunks, the chances of bringing in the right people at the right time and the right cost will be more remote. We'll help you establish your overall Talent Acquisition objectives and stay focused on realizing the vision.
   
3. Process Planning - An area often neglected - establishing a clear process plan. By setting out plan we'll be better equipped to - argue your case, monitor the progress being made, report on demonstrable achievements over time, identify weak links, stay focused on delivering the organization's strategic plans.
   
4. Talent Mapping - Talent Mapping is all about identifying the long term talent profiles (bundles of skills, experience and knowledge) of the people needed within the business and then identifying from where and how these will be acquired.
   
5. Talent Searching - The benefit of carrying out this process will be to facilitate a speedier and more cost effective response to your talent acquisition needs.
   
6. Talent Acquisition Tactics - Having done all that preparatory work, one last action required before launching your Talent Acquisition campaigns is to pull it all together in specific tactical plans i.e. exactly what are we going to do, when, where and how? 
   
7. Talent Attraction - Finally, the day has arrived! This is when we put into action all those well-developed plans and watch the results. We'll start to attract the type of people who'll successfully develop your organization into all that you want it to be.
   
8. Talent Screening - With loads of candidate responses now flooding we adopt a efficient screening process using latest technology, to help manage the list down to a sizeable length prior to face-to-face interviewing. The outcome of this process will be to break down the mass of candidate responses to a manageable size - following the '80/20' pare to principle. Without going through this step one may probably drown in a sea of confusion.
   
9. Talent Matching - The concept is to 'match' the person's talent profile to the performance profile of the job/vacancy. When interviewing a candidate we subscribe to the Power Hiring school of thought, which says that what you are after is getting the candidate to 'earn' their way to an offer from your organization. By running through a comprehensive interviewing process we'll be more likely to match the best candidate(s) who will move the organization on towards achieving its overall goals and objectives. We know exactly how to discern between those who simply look great on paper and those people who really do have what it takes to help your organization succeed.
   
10. Talent Selection - This process is more about 'doing the deal' before engaging them within the organization. It is important to consider this next step as a strategy communication exercise. By following this step in the overall Talent Acquisition process we guard against having the highly talented candidate being snatched away from under your nose. It will also further cause towards making you recognized as an employer of choice.
    
11. Talent Development - A Scientifically and screened process to make these selected talent to mould to your requirement, by giving technical and non-technical skill input and development needed for achieving your organizational goal. 
    
12. Process MRI - This is the continuous and periodic process instead of step - that of Monitoring, Reviewing and informing the overall Talent Acquisition Process. In truth the monitoring continues throughout the whole process at each step of the way. You are able to review the overall process against the your organizational objectives (as defined in step 2) and use your conclusions to inform (or reform) our previously defined strategy. By 'closing the loop' we put you in a better position to execute Talent Acquisition campaign in line with the organization's stated objectives. This will ensure that as we bring in new people to your organization, you continue to spur the organization on towards achieving its hope and dreams.