Tiir 3 Brochure

The Talent Partner for Scale-ups in Scandinavia Tiir 3

Talentiir enables scale-up and growth stage companies to hire the best talent. We offer 3 tiir levels of service, and modular plug and play services. We provide custom solutions to enable you to scale, and at high volume.

Tiir 3 Our TIIR 3 Talent Managed Service is a partnership between a Talentiir dedicated Talent Management team and the key stake holders within our client’s organisation.

Tiir 3 - Talent Managed Service Our purpose is to design and deliver an effective Talent Strategy that achieves 4 key goals: Improved quality of hired talent Reduced time to hire Reduction in hiring costs Improved internal processes resulting in lower internal costs Discovery The programme to achieve our 4 key goals requires an in-depth understanding of our client’s business and talent strategy. We require access to 4 main stakeholders: C Suite We want to explore your business strategy, so a detailed over-view of the following is required: What are your principal objectives over a prescribed time period? Explain your strategic framework | Products/Markets/Customers/Resources Your competitive advantage | Quality/Pricing Once we have explored these key points, we will produce a business strategy paper for discussion and then sign off to ensure that we are presenting your busines strategy correctly to the Talent market

Human Resources How would you define the culture of your organisation, how do you want this to be reflected in your employer brand? Do you have defined policies on diversity and inclusion, do you have a stated Corporate and Social Responsibility programme? What is the organisation’s style of leadership, how do you expect your leadership group to develop? What is the organisation design that you are building in order to deliver your business strategy? What key talent areas are critical to business success, leadership? What are your current hiring processes, team structure, channels to market, internal stakeholders, assessment and engagement tools deployed, approvals and documentation? What technology is deployed to manage workflow and data storage. Is this technology integrated with your HR systems? What management information is produced from these systems and how is it used to measure performance and improve productivity From our discussions to uncover critical information on these issues we will produce a second discussion paper on how we can partner with you on developing and implementing an effective Talent Strategy. We will advise the following: How your employer brand can be developed to ensure competitiveness in your talent market The most appropriate channels to market; building a direct and third party supply chain, use of your own web presence, building or developing your social media strategy, advertising, building an internal referral scheme and the use of video featuring your current teams to attack the peer to peer market How your internal structure and processes can be improved or optimised in order to reduce time and cost Your current use of technology and how this could be enhanced to improve efficiency and to deliver business critical management information

Finance/Procurement We will go through a detailed financial review of the costs of recruitment over the past 18 months examining third party supplier terms and costs of advertising and any marketing spend directed at your talent programmes We will also carry out a review of internal and operational costs associated with recruitment and your talent programmes. This will include direct staff costs as well as employer on costs including holiday pay, insurances, the cost of sickness and establishment costs We will carry out an analysis on technology costs both capital and expenditure From our analysis we will produce a detailed financial summary showing the costs of hiring and running your talent programmes. We will also analyse the effectiveness of all channels of recruitment looking at the variances in time and cost. We will look to interrogate the sources of applicants and which sources were most effective in hiring. We will look to establish retention data and provide correlations between various hiring channels Our discovery and advisory service is chargeable. Following a series of scoping meetings, we will produce bespoke proposals for the dedicated discovery. Our discovery service is chargeable at £400 per day for our principals and £250 per day for our analysts. As a guide we would suggest that a budget of between £3,000 to £10,000 is allowed for this phase dependent on organisation size and availability of information Our discovery fees are refunded against our Tiir 3 service should we be engaged

Solution Design Our Talent Managed Service is bespoke to each client. It is built from a series of modules that are tailored to our client’s needs using the data and information gathered through our discovery phase. Individual solutions will use the components that best suit their requirements and we are able to add on new components as our client’s talent strategy changes and develops. Employer Branding A strong employer brand is essential for the successful execution of your Talent Strategy. We work with you on a number of key areas of employer branding Analysing Culture: Through discovery we gained detail insight into your company culture. We need to “stress test” this through discussion with a number of your employees to pick out the positive points of working for you, what attracted them to your company and what keeps them there Content Strategy: We need to ensure that your web presence reflects the employer you are. We will establish out bound messaging though a multi-channel approach that attracts prospective candidates to your website and working with your stakeholders we will develop video and static stories that meet with their own vision of the ideal place to work. Employee Advocacy: We will look to develop an internal referral strategy that empowers each employee to take your employer message to market and introduce Video content from your own employees highlighting their roles and challenges as well as presenting their passion for off curricula activities that your business can support. Social Media: It is critical that we ensure that all of the relevant content is widely and regularly distributed via social media. This will make your employer brand stand alone and be differentiated from your core marketing work. It will be tailored specifically at the audience you are looking to attract . Analysis: It is vital that we record the impact of your employer brand. We will produce management information that records the numbers of people that visit your recruiting site and their activity once on the site. We will be able to record and present the performance of different campaigns and different channels to market. In addition to statistical data we will conduct periodic surveys across the relevant candidate community to gain opinion on your branding and feed this back into a continuous review cycle so that we are always looking for improvement areas.

Talent Tech Technology plays a vital role in an effective talent strategy. We are experienced talent professionals with knowledge of most systems currently in use. As part of our work with Talent Tech systems we are experts in AI and Robotics which gives our clients the fastest and widest search capability across multiple channels and sites. In order to develop and implement the most effective Talent tech solution for you we will first carry out an audit of any systems that you currently have in place. Our objective will be to integrate these systems into our Talent managed solution and augment with addition technology where appropriate From our Employer branding work noted above we will work with your web design team to create messaging designed to impact on the talent community you are looking to engage with, and we will ensure that your web presence has the right structure in terms of candidate landing pages which then flow into inhouse work flow systems. Effective data storage is vital, and we need to be able to compliantly store and review the details of all relevant candidates. From our tech audit we will understand if your existing HR systems are suitable for this, if not we can work with you to identify and implement the best CRM solution for you We will implement a Data Protection compliant communication policy so that we can have ongoing contact with candidates for current and future roles. This will also enable us to track competitor activity across your market Work-flow or applicant tracking technology linked to your chosen CRM and web landing pages ensures that we can manage all applicants quickly and efficiently through to interview, offer or rejection. We are familiar with most ATS systems in use today and we can recommend appropriate systems once we have completed our tech audit if required At the back end of our tech solution is the ability to collate all relevant management information in order to monitor cost and hiring success across the various recruiting channels. We will implement a data analytics solution to enable this data to be collected in real time and to be presented to your chosen stakeholders

Third Party Supplier Management To ensure that we get maximum coverage of the relevant candidate market we can set up a third-party supplier scheme. Where relevant the scheme will include third party recruitment agencies, on and off-shore candidate identification firms and an internal referral scheme For all third party -suppliers (not internal referral) we will develop a request for proposal (RFP) containing clear service level requirements for suppliers asking them to submit their credentials and best pricing From the responses to the RFP we will select a long list of the most appropriate suppliers and then develop a Preferred Supplier List (PSL) based on three key areas Specialism Service quality Pricing Our dedicated Talent Managed Service team will include a Third-Party Supplier Manager whose responsibility it is to continuously monitor the performance of third-party suppliers reporting against the agreed service level requirements All third-party suppliers will work within our agreed technology environment – CRM/Workflow/assessment tools etc which will enable us to produce management information and their relative performance in real time Talentiir Direct Delivery At the heart of our Talent Managed Solution is our expert direct sourcing service. Our specialist Talent Consultants report to our Talent Managed Solutions account manager and work within your environment, either physical or virtual. They work under your branding presenting it positively in the Talent market and operate within our agreed Technology environment. Under our Service Level Agreement our direct sourcing team will be responsible for meeting an agreed volume of hiring across specific sectors. This ensures that hiring timing and costs are centrally managed In addition to the dedicated CRM system that we implement for you our Talent Direct Delivery team will access all Talentiir recruiting systems including our internal CRM’s and our robotic search tools. Our Talent Direct Delivery team will utilise a multi-channel approach to the Talent market building your employer brand across social media and through targeted advertising and search programmes.

Pre and Post Hire Process Management We can work within your own process management structure and systems where they are in place handing over candidates at a number of stages in the process subject to our clients requirements. We can also establish best in class processes for pre and post hiring and develop and implement the appropriate work flow, assessment and process management tools Typically, following job order sign off we identify the stages of the process as follows: CV filtering Long list selection Short list selection 1st Interview 2nd and subsequent interviews Assessment Preferred candidate selection Verbal offer and negotiation Formal offer and offer management On boarding Performance monitoring through probationary period Husbandry through probation period It is as a result of pre contract discussion around efficiency, resource and cost that we can determine and agree where the Talentiir Managed Service hands over the hiring process to our client.

Talentiir Account Management A Talent Managed Service is built up of a number of components. The benefits of the service are captured in a clear contract for service augmented by a Service Level Agreement. The outcome is a shared responsibility between Talentiir and our client based on meeting clear objectives for hiring volume, quality of talent hired and timing of hiring To ensure that these objectives are met we deploy a dedicated Talentiir Account manager. Their responsibilities include, Reporting monthly on performance against the service level agreement Managing the hierarchy of talent sourcing through our Direct Delivery Team, third party supply, internal referrals and client web attraction to ensure cost, quality and timing goals are met Handling the escalation for any performance issues or disputes. The account manager will have an upward escalation line to the board of Talentiir. Providing detailed management information for distribution to relevant stakeholders within our client’s organisation providing nancial and operational detail Overseeing any technology matters from client website development to the acquisition and implementation of new tools and the integration into client HR systems Being the main point of contact for client questions and change issues with the programme

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