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Connecting People to Opportunities for Mutual SuccessConnecting People to Opportunities for Mutual Success

Target  Impact  delivers  the  optimalsales talent solution by partnering withyour  organisation  to  create  a  tailoredend  to  end  search  and  placementprocess.  This  process  ensures  thatyour organisation is best positioned toattract  and  maintain  the  candidatewho matches your hiring criteria.In doing this we ensure that your riskin  minimised  and  your  brand  andcompany values are protected.“70% of candidates are passivejobseekers”LinkedIn(in a role butopen to change)“90% of recruiters say the job marketis candidate driven”MRI Network"89% of bosses believe that employeesleave jobs because they want moremoney, while only 12% actually doleave for more money”Forbes

Understand thebackground to the hiringopportunity to include thevalues, aims, ambition,direction of the company,pain points and potentialreputation concerns andbranding.Agree scope of and developan avatar to includecandidate skills (soft andtechnical), experience,industry knowledge,personality, cultural fit,network and any otherpertinent criteria. Agree appropriate packageparameters, training,development andaccountability of the role. “86% of employers say thatthey have hired the wrongperson for a position”CareerBuilderAssess and compare thedeveloped candidate profileagainst ALL Talent (thoseactively looking and passivecandidates)Target Impact is interested inshortlisting all talent but inparticular;the passivecandidate(off market but ofopen to opportunities)Sources used; large in-housenetwork of national andinternational talent as well as atailored search of theappropriate channels fromwhich to engage a potentialcandidate. “48% of global employers reporttalent shortages as their biggesthiring challenge”TMP Worldwide“Only 36% of candidates activelysearch for a new job “LinkedIn

Agree overall theformat of thescreeningprocessAgree accountability and stages;with stakeholders, sign-off ondeliverables, dates andmilestones of processDevelop co-brandingstrategy;candidate touchpoints focus,when, how often and nature of.Formulate appropriate interviewformat; phone/face to face/videoand *asynchronous videointerview, character/competency based, one on one/one v panel interviewDecide shortlisting,benchmarking criteriaelimination and progressioncriteriaDuring the process itselfthere isfocus on candidate engagement,enthusiasm,benchmarking and aconcerted effort to generatepositive experienceswhileprogressing throughresignation, accepting the roleand onboarding.Managing rejections; To be a relativelypositive experience for the candidateReferences & Feedback;Understandthe relationship with referee, roleverification, previous performance,reason for leaving and any furtherinfoUse of3rd party screening and testingresourcesreviewed and agreedTarget Impact utilises the latesttechnology to interact with its clientsand candidates. The nature ofonboarding an effective face to facesales role is very much reliant on theface to face evaluation Target Impactbelieves that *asynchronous videointerviewing represents a fair andequitable option for screening sa;escandidates in preliminary rounds. Thesystem assists in recognising thosetraits that makeup an effective clientfacing candidate;EmotionalIntelligence, andSoft Skills.Use of video conferencingtechnology is used throughoutscreening process as is considered akey tool to modern sales negotiationsTo concur withsafe socialdistancingtrends*(Target Impact has partneredwithCompetitive Wedge)“26% of employee’s performance canbe predicted by structured interview(only 14% by unstructured interview)“Schmidt and Hunter“60% of job seekers quit in the middleof filling out online job applicationsbecause of their length orcomplexity.”Career BuilderConnecting People to Opportunities for Mutual SuccessConnecting People to Opportunities for Mutual Success

While onboarding arrives at the endof a successful search and placementprocess. The notion of brandprotection is present throughout Theongoing company brandenhancement and values remaincrucial to company reputation soevery onboarding stage it is verymuch evident and critical to a positiveexperience (for those beingonboarded and also those who arescreened from the process) TargetImpact delivers an onboardingprocess to safeguard all parties.Plan Onboarding ProcessMap the onboarding for thecandidate journeyAutomation oftasks/touchpointsPaperwork completion,hardware and softwarerequirements in place1st Day experience, andtraining and mentoringprograms to be put in placeBuddy system formulatedMilestones and feedback Endof Probation, KPI's, targets andtimelines and how feedbackwill be administered“69% of jobseekers would not take ajob in a company with a badreputation, even if they wereunemployed“Glassdoor"96-98% of candidates who had apositive experience would referothers to apply”Bullhorn“A structured effective onboardingprocess increases the hire retentionby 82%”Glassdoor“90% of HR leaders know they needto be more strategic”HumanCapital InstituteConnecting People to OppoConnecting People to Opportunities for Mutual Successrtunities for Mutual Success