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<h1>Recruitment strategy</h1>
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<h2><span style="color: #888888;"><span style="line-height: 20px;">The top 15 per cent of employees contribute a value of two and half times salary (a 150 per cent return once salary is deducted)</span><span style="vertical-align: super; font-size: x-small; line-height: 20px;">1</span></span></h2>
<p><span style="color: #c0c0c0; font-size: x-small;"><em>1. Burke, E. (2004). The Return on Investment from Personality Testing. SHL, Business Issues, Series 7.</em><span style="line-height: 20px;"> </span></span></p>
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<p><img src="images/Hire/Recruitment%20strategy.jpg" border="0" alt="recruitment strategy" title="recruitment strategy" width="680" height="226" /></p>
<p>Fino puts your organisation in the best possible position to attract the most talented individuals from the market. Forecast what people and skills you will need in the future. Then, understand how you will find and attract the best people to your organisation.</p>
<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Assess</span></span></p>
<p>The first stage of your recruitment strategy is undertaking an assessment of what is currently happening. We complete an independent audit of your hiring practices. This involves review and alignment of your organisational strategy, brand, purpose, values and metrics with existing:</p>
<ul>
<li>Skills and capabilities</li>
<li>Post hire performance results</li>
<li>Attraction strategy</li>
<li>Recruitment systems, processes and suppliers</li>
<li>Internal vs. External recruitment models</li>
<li>Interviewing capability</li>
<li>Online presence / conversion rates</li>
<li>Candidate care survey and analysis</li>
<li>Exit interview survey and analysis</li>
</ul>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Decide</span></span></p>
<ul>
<li>What your Employment Value Proposition (EVP) is</li>
<li>How you will communicate and protect your EVP</li>
<li>What skills and capabilities your organisation has, and needs.</li>
<li>What your attraction strategy will be</li>
<li>How will you manage the candidate experience</li>
<li>What suppliers will you use, and when</li>
<li>What organisational metrics you will use to track performance</li>
</ul>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Deliver</span></span><span style="line-height: normal;"> </span></p>
<ul>
<li>A clear Employment Value Proposition (EVP) linked to organisational brand values.</li>
<li>A communication plan designed to protect and promote your EVP and brand.</li>
<li>An assessment of the skills and capabilities your organisation has, as well as those it needs.</li>
<li>A clear attraction strategy</li>
<li>A plan for managing your candidate experience</li>
<li>Recruitment systems review, in-house structure and processes that work for you.</li>
<li>The most appropriate mix of preferred suppliers</li>
<li>Clear organisational metrics and baseline data that you will use to track the performance of your hiring strategy.</li>
</ul>
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<p> </p> 
	
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