At GRN Consulting, we offer strategic guidance and hands-on support through all six stages of the Talent Acquisition Cycle. Our services streamline recruitment, attract top talent, and ensure a seamless onboarding experience. Explore the six stages to learn about the process, expectations, and key tasks essential for a successful hiring journey.

Customized Solutions for Seamless Hiring.

Strategic Workforce Planning

  • This stage involves assessing the company’s future business goals and aligning talent acquisition needs with those objectives. It focuses on analyzing current and future workforce requirements, skills gaps, and succession planning.

  • Full communication of business goals and objectives is required, and the workforce plan must be fully agreed upon by all key stakeholders before moving forward.

  • The objective is to deliver a detailed workforce plan that aligns with the company’s strategic goals and includes a comprehensive hiring forecast, identifying the key roles and skills required for future growth.

Role Definition & Job Description

  • In this stage, clear and compelling job descriptions are created that accurately reflect the responsibilities, skills, and expectations for each role. It ensures that the role aligned with the existent workforce strategy.

  • Job descriptions must be fully aligned with company values, market standards, and expectations, with final approval from all relevant stakeholders before they are posted.

  • The objective is to develop job descriptions that clearly outline the key responsibilities, qualifications, and success metrics for each role while using inclusive language to attract a diverse range of candidates.

Sourcing & Candidate Attraction

  • This step focuses on building a pool of qualified candidates through a variety of sourcing methods, including job boards, social media, and networking, while positioning the company as an attractive employer.

  • Clear alignment on employer branding and key messaging before outreach begins, with ongoing communication between stakeholders to adjust sourcing methods based on candidate feedback.

  • Generate a diverse and qualified pool of candidates by leveraging multiple sourcing channels, while positioning the company as a top employer in the industry through strong employer branding and targeted outreach.

Candidate Screening & Selection

  • Screening and selection involve evaluating candidates through structured interviews, assessments, and reference checks to ensure they align with the role’s requirements and company culture.

  • The interview process must be structured and consistent across all candidates to ensure fairness and objectivity. Decision-makers must commit to providing timely and constructive feedback after each interview round. All necessary assessments and background checks will be completed before any final hiring decisions are made.

  • The objective is to present a shortlist of pre-screened candidates who meet both technical qualifications and cultural fit. Hiring teams will be provided with structured interview guides, evaluation criteria, and other materials to ensure they are fully prepared for interviews and can consistently assess candidates.

Offer Management

  • This stage involves presenting a competitive offer to the selected candidate, negotiating terms if necessary, and ensuring a smooth transition from candidate to employee. It’s essential to balance the candidate’s expectations with the company’s compensation structure to secure top talent while maintaining budgetary considerations.

  • Salary, benefits, and employment terms must be pre-approved and finalized before the offer is extended to avoid unnecessary delays or renegotiation.

  • The objective is to extend a competitive offer that aligns with both the candidate’s expectations and market standards, ensuring successful negotiation and a clear path to acceptance.

Onboarding (optional)

  • This optional stage ensures the new hire is smoothly integrated into the organization through a structured onboarding plan that includes training, resources, and ongoing support. Pre-boarding and onboarding services provide a seamless experience that enhances employee retention and engagement. This stage is offered as an additional service and is subject to an additional charge.

  • A comprehensive onboarding plan, aligned between key stakeholders including all necessary resources and access, must be in place before the new hire’s start date to ensure a smooth and successful integration.

  • The objective is to deliver a seamless onboarding experience that includes training, performance goals, and regular check-ins during the first 30-90 days to ensure the new hire’s smooth integration and long-term success.