Innov8 Talent Management

What we do, where and how we add value
 
We provide clients with the means by which to take greater control over their direct and in-direct recruitment and talent acquisition strategy and in-house capabilities.
 
Offered as either:
 
  • A full in-house managed service
  • Retained partner
  • Special project
  • Out of the box implementation to existing team
  • Contingency
 
The commercial and strategic benefits are impressive – with projects typically delivering the following positive outcomes and gains:
 
  • Retaining value that is currently flowing out of the business to external providers
  • Exclusivity and control over candidates
  • Improved ability to plan and control recruitment
  • Better buy in from local stakeholder
  • Improved candidate response rate and candidate quality
  • Streamlined and integrated with own systems, best practice and workflows
  • Aligned to a business’s strategic plan
  • Additional savings achieved by improved economies of scale
  • Improvements in recruitment and retention of key people
 
Who can benefit.
 
In-house recruitment is on the increase amongst SME’s and larger businesses. The usual constraints of time, resources, expertise, political will and uncertainty are set aside with our support model.
 
There are a number of drivers that typically lead a business to seeking additional support – some planned for, others driven by factors beyond an organisations control.
 
Integrating with the Innov8 HR Partner team, we are able to offer a range of services that are designed to be flexible, agile and uniquely tailored to effectively enable and support clients – regardless of the need or situation. Integrating human resource management support with planned for recruitment – ensuring reliable and pre-emptive supply of talent to support:-
 
  • Growth and change
  • Attrition
  • Improving capability
  • Managing succession – whether advancement or retirement
  • Sustainability
 
Essential HR Toolbox:
 
  • Policy and procedures – development, implementation and training
  • Systems development, streamlining and integration
  • Key HR skills for line managers
  • Legal advice
  • Recruitment process, testing and selection, induction and on-boarding
  • Performance management and disciplinaries
  • Redundancy
 
Strategic HR Management:
 
  • Role re-evaluation
  • Labour re-modelling
  • Engagement programmes
  • M&A, business transfer and investor relations  
  • Culture change
  • Reputation and brand protection
  • Restructuring
  • Outsourcing
  • Special projects
 
 

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