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Target Impact delivers the optimal talent onboarding solution by partnering with your organisation to create a tailored end to end search and placement process A process to ensure your organisation is best positioned to attract and maintain a candidate who matches your hiring criteria and who shares company values and beliefs ABOUT US With decades of enterprise sales experience in banking finance software and executive search Target Impact delivers a tailored solution to the technology market for sales managers The process begins with an in depth discussion on the goals of the business Once agreed Target Impact delivers a shortlist of optimal candidates screens and onboards the right one s for your needs while minimising hire risk during the process and protecting your brand The engagement is frictionless and delivers mutual benefits It is designed to minimise hiring risk and deliver a candidate who is committed and loyal sharing company culture and success 70 of candidates are passive jobseekers LinkedIn in a role but open to change 90 of recruiters say the job market is candidate driven MRI Network 89 of bosses believe that employees leave jobs because they want more money while only 12 actually do leave for more money Forbes

An exercise in gaining a deep understanding of the background to the hire and an opportunity to explore the sales process aims ambition direction of the company who clients its serves what product it serves shared values beliefs and the how customer journey it serves During this discovery phase friction points and reputation concerns are addressed A discovery of the scope of role and development of an avatar profile to match this role with consideration given to candidate skills soft and technical experience industry knowledge personality cultural fit network and other pertinent criteria that will ensure success of the engagement and longevity of the hire An accordance of the financial package parameters training development accountability and growth of the role 1 86 of employers say that they have hired the wrong person for a position Career Builder Assess and compare the candidate profile against ALL Talent those actively looking and passive candidates Sources used large in house network of national and international talent as well as a tailored search of appropriate channels from which to engage a potential candidate A number of subscription based databases and commercial networks are also used There is an opportunity to receive an interim report covering the output of the Market Map Process which offers visibility transparency and a macro view of talent that has been discovered against tight boolean search criteria Shared Kanban platform is offered to clients for view and review of ongoing process and to measure progress 48 of global employers report talent shortages as their biggest hiring challenge TMP Worldwide Only 36 of candidates actively search for a new job LinkedIn

Accordance of the overall format of the screening process Accountability trail and timing stages stakeholders sign off on deliverables dates and milestones viewed on Kanban and throughout the process Appropriate Inclusion of company branding and culture candidate touchpoints frequency and nature when how often and nature of these communications Formulate appropriate interview format phone face to face conference interview Formulate Style of interview character based competency based one v one one v panel Shortlisting benchmarking and ranking criteria along with elimination and progression criteria Competency Based Interview Target Impact shares this approach with the client and offers a solution for this exercise During the process itself there is focus on candidate engagement and enthusiasm measurement with a concerted effort to generate a positive experience while progressing through resignation accepting the role and onboarding Target Impact looks to utilise the latest technology available to enhance client and candidate interactions Managing rejections dedicated to being a relatively positive experience for the unsuccessful candidate while ensuring the protection of all stakeholders and reputations Target Impact believes that at minimum the candidate must face us via web conference call if not in person before they can progress to client interview In doing this we can ensure that we can recognise and evaluate the most important criteria of all Emotional Intelligence authenticity and various soft skills listening motivation and coachability References and Feedback Understand the relationship with referee role verification previous performance reason for leaving and any pertinent information Use of 3rd parties on request 3rd party screening and testing resources reviewed and agreed by request The nature of onboarding an effective client facing role relies on the face to face evaluation 26 of employee s performance can be predicted by structured interview only 14 by unstructured interview Schmidt and Hunter 60 of job seekers quit in the middle of filling out online job applications because of their length or complexity Career Builder

It covers Planning and Pre board activities Ongoing company brand enhancement endures during the onboarding process It is very much evident and critical to a positive experience for those being onboarded and also those who are screened from the process Target Impact delivers an onboarding process to safeguard all parties Before the candidate starts their new working life Target Impact delivers digital guide to assist with the management of career of the candidate long after onboarding is completed Map the onboarding journey Notably the idea of psychological safety is prevalent through onboarding and it is in all stakeholders interest that it endures through the tenure of the candidate Automation of tasks Paperwork completion hardware and software requirements 1st Day Experience Training and mentoring programs to be put in place Buddy system Milestones 30 day and End of Probation 1st Year Anniversary Measurables and milestones to be reached and celebrated and how feedback will be administered throughout On an ad hoc basis Target Impact remains at the disposal of its clients for process improvement adherence advice and review This ensures continued consistency KPI monitoring tweaking and realignment 69 of jobseekers would not take a job in a company with a bad reputation even if they were unemployed Glassdoor 96 98 of candidates who had a positive experience would refer others to apply Bullhorn A structured effective onboarding process increases the hire retention by 82 Glassdoor 90 of HR leaders know they need to be more strategic Human Capital Institute