RESOURCING
Identify and Acquire The Right People For Your Project
Traditional recruitment processes often don’t replicate or screen for the role specific skills and experiences an employee has once they are on the ground, in their job.
It depends mainly on static resume analysis and interviews which leads to candidates being selected for the wrong reasons – because the best ‘talkers’ aren’t always the best ‘walkers’.
What makes Facto’s resourcing approach different?
We invest time in understanding and seeking the best result for both sides of the Talent Acquisition process:
- The candidate, and
- Your organisation
We build a deep understanding of your resource requirements. We look beyond stale job descriptions at the real needs of the role, moving beyond simple job title definitions, boilerplate job descriptions and simplistic keyword associations.
Sometimes, a bit of lateral thinking and creativity is required to get the right person for your role, especially when there are budget constraints. Facto looks at what a person can do, not just the roles on their CV, and qualify candidates holistically based on their past work experience, current needs and future aspirations.
We have been associated with many of our candidates over multiple assignments, tracking their Facto assignments as well as relevant market experience so you can be assured, we can find the right person for the job within your budget.
View our range of resourcing services here:
Assessment Centre Hiring
“I don’t have time to spend on recruiting the people I need to make me less busy.”
It’s a common paradox.
The talent acquisition process is very time and resource-intensive.
So we looked at this problem through a different lens:
“How can we deliver the benefits of deep understanding and qualification, but increase the efficiency?”
Facto’s solution? The Assessment Centre model, which draws on the experience of Facto managers and best in class techniques from many different fields.
The Assessment Centre approach groups multiple candidates together and simulates real-world work situations.
It solves two big problems facing managers looking for people:
- Ensuring that managers see candidates in dynamic, real-world scenarios instead of static “conversational” interviews, and
- Expiditing the recruitment process through parallelisation
Facto’s Assessment Centre approach brings up to eight candidates together in an evaluation session lasting 2-3 hours. A combination of individual interviews and group-based activities involves the candidates in practical, real-life business scenarios for evaluation.
This process allows us to help you identify the ‘walkers’ and weed out the ‘talkers’. It shows who has the drive to solve problems, who is a leader and who has a desire to learn.
Sometimes Facto clients join the Simulation Session and “interview” eight people in three hours on a single day, instead of the eight hours it would normally take to interview the same number. All without the headaches of individually scheduling multiple interviews over many days.
Talent Acquisition
The traditional recruitment process doesn’t represent the real life experience of candidates once they are on the ground and in their jobs.
It depends mainly on static resume analysis and interviews. Frequently, candidates are selected for the wrong reasons and run the risk of being the wrong people in the job.
Often the best talkers aren’t the best walkers and vice versa.
We invest time on both sides of the Talent Acquisition process.
We take the time to build a deep understanding of our customer’s resource requirements; we look beyond job descriptions and into the real needs of the role. We aim to spend the time to qualify candidates holistically: unpacking their past work experience, current needs and future aspirations.
On the customer side, Facto can consult back to the client to ensure they are searching for the right resource. We move beyond simple job title definitions or boilerplate job descriptions and simplistic
keyword associations.
Sometimes, a bit of lateral thinking and creativity is required to get the right person for the role, especially when there are tight budget constraints.
Facto looks at what a person can do, not just the roles on their CV.
On the candidate side, Facto often has a long association with candidates over multiple assignments, tracking not only their Facto jobs but also their work obtained through other recruiters.
Ability to assess multiple candidates in parallel
Candidates tested against relevant scenarios
A network of candidates with proven experience
'Walkers' shine and 'talkers' are quickly eliminated
We Can Connect Your Business With Experts
Agile
Agile Coach, Iteration Manager, Product Owner and Scrum Master
Business Analysis
Graduate Business Analyst, Junior Business Analyst, Business Analyst, Senior Business Analyst, Lead Business Analyst and Technical Writer
Change Management
Junior Change Analyst, Change Manage, Senior Change Manager and Training Coordinator
Quality Assurance
Graduate Test Analyst, Junior Test Analyst, Test Analyst, Senior Test Analyst, Test Lead, Test Manager, Program Test Manager, Junior Automation Engineer, Automation Engineer and Senior Automation Engineer
Project, Programme and PMO
Project Administrator, Project Coordinator, Junior Project Manager, Project Manager, Senior Project Manager, Program Manager, Program Director, PMO Coordinator and PMO Manager
The Facto Difference
Delivery Expertise
Facto was founded and is led by a highly experienced team of delivery experts.
Integrated Solutions
Facto combines quality people, the right methods and easy to use tools to save you time and money.
Partnership Based
Facto considers all clients an integral part of our success. At Facto going above and beyond is the norm.
Visualisation
Facto uses visualisation to simplify project delivery.