Talent Acquisition

Candidate Mapping

Detailed report that maps, by geography or department, the most qualified people that work for clients, competitors and suppliers, identifying those talents who fit customer needs.

Talent Pooling

Prospect and candidate relationship management service.

Succession Planning

Relationship Management service dedicated to prospect Senior Managers and Executives to fill key business leadership positions.

Benefits

• Getting access to the 70% of people who do not answer to ads.
• Understanding the market offer before recruiting from outside.
• Reducing timing and costs for multiple hirings up to 70%
• Benchmarking our employer positioning strategy (salaries, brand, culture)

Market Mapping

The first part of the report is a snapshot of what the market is able to offer by a single or multiple job spec.

Pre-qualification

The ID data of each candidates, his/her interest for the position offered and his/her skills.

Aggregated Data Analysis

A synthetic but detailed analysis of collected data, with a focus on the level of interest for the company, demographic and compensation data, availability to relocation, economic and professional expectations.

Benefits

• Reducing inefficiency of research and selection process, with benefits in terms of costs and time.
• Executing research and verifying employer branding action results.
• Improving the employer brand reputation
• Reducing turnover risks.

Talent Pooling creation

The talent pool is built starting from a resourcing report or from a customer candidates database

Engagement Plan

An engagement plan is set up in order to build up, develop and maintain a relationship with the talent pool members for 6, 12 or 18 months

Guarantees

In the event one or more of the talent pool members would leave the group or be hired by the client, L2T commits to bring back the number of the members at the agreed amount (usually 10 – 15).

Benefits

• The development of qualified pools of candidates ready to fill critical or key positions
• Aligning strategic goals and human resources to achieve desired business results
• Realize career plans and improve employee ability to respond to changing demands

Executive Pooling creation

The identification and creation of a pool with matching competencies and capabilities related to the key areas targeted and succession management strategies.

Engagement Plan

An engagement plan is set up in order to build up, develop and maintain a relationship with the talent pool members for 6, 12 or 18 months.

Guarantees

In the event one or more of the pool members leave the group or are hired by the client, L2T commits to bring back the number of members to the agreed amount (usually 10-15).