The coordinated planning, management, and execution of multiple related projects that are directed toward the same strategic, business, or organizational objectives. Effective programme management ensures people and teams are focused and collaborating across departments who are working together to achieve a shared strategic vision.

The process of identifying organizational staffing needs, proactively build applicant pipelines to meet current and future business needs, recruiting qualified candidates and selecting the candidates best suited for the available positions to fulfill a company’s business needs.

Customising the talent management process to best reflect the needs of the talent source market. This involves adjusting various aspects of the process, including employer branding, candidate journey and experience to best meet the needs and expectations of the candidate pool.

Strategically focused on attracting and retaining international talent and/or ramping up hiring efforts in new locations to fulfill specific business needs. For employers, it means accessing certain skills that are available on the global market in order to bridge their skills gaps.

The range of processes in place to cultivate and nurture meaningful relationships with talent while showcasing your employer brand and keeping your data—which is their personal information—clean. It’s effective managment of the talent pool to maximise its potential.

Enhancing the employer brand reach, identify new and existing stakeholders and connect with them in a way that builds trust and the foundation of a lasting relationship. Amplification is an on-going process which requires time to nurture and grow. 

Delivering a satisfactory candidate experience with smooth facilitation of the prospect through the recruitment process. It's how well a company maps and facilitates a candidate journey from posting a job listing to conducting background checks, and dealing with any issues arising in the hiring process.

A business function that aims to attract and engage potential job candidates for future hiring needs. Recruitment marketing adopts the methodology of traditional marketing for hiring purposes: to attract not customers, but candidates, and to promote not the commercial brand, but the employer brand of the company.

The set of unique financial and non-financial attributes that the talent marketplace and employees (current, present, and past) perceive as the value they gain through employment in a role

The process of organizing data into summaries.Insights are the result of exploring data and reports in order to extract meaningful information to improve business performance.