Talent Planning

Networkers proactively works in collaboration with recruiting managers to assist building resource plans, which are constantly reviewed and adjusted as required. Such planning around weeks, months, quarters and beyond allows all parties to remain in control and ensures a structured approach.

These plans are used to design recruitment strategies that achieve pre-set criteria, clearly mapping out defined milestones for client needs and demands.

Regular updates, reviews and reporting around talent planning are essential to successful and effective resource management. Our technical and talent programme teams work alongside relevant client managers to ensure fluid communication and action.

Once a candidate has been pre-screened (please see ‘Screening’ under the Master Vendor section) and appropriately qualified by Networkers, successful applicants are then invited to an Assessment Centre.

Assessment Centres have proved to be one of the most reliable and effective methods of evaluating candidates at Networkers. The Assessment Centres measure a variety of skill sets and are generally a fair aspect of the selection process, providing a thorough and in-depth overview of potential candidates. Networkers can adopt clients' existing formats or we can design and specifically tailor Assessment Centres based on particular needs.

A whole host of reporting around planning and hiring is constantly available through our web-based system (see Online Technology section). These can include but are not limited to:
• Projected skill/discipline engagement overview
• Planned hires per manager/division/business area/cost centre
• Actual hires per manager/division/business area/skill discipline/cost centre
• Projected spend/cost management
• Actual spend/costs
• Time to hire analysis
• CV/interview/hire analysis
• Screening overviews
• Fully detailed quarterly/annual reviews projected vs actuals