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Our philosophy and operations in headhunting are entirely engrained in trust. It connects members and guarantees the ability to act together and this is where Kitaa Hubs can help by partnering.
It is imperative that we gain the trust from our candidates, in order to successfully place them and that employers trust us as partners, as we passionately work with integrity and care, maintaining standards to deliver rewarding results that empower businesses. Working in this way has proven to be effective, with the average time of four years for our placed candidates staying with a company.
All companies require leaders with personality, strength and determination, the ability to attract crowds, efficient managers with the ability to cope with any difficulties in achieving targets, and specialists in various stages of implementing
strategies. We are experienced in effectively sourcing and managing such talent, which is why we utilize a TRUST concept – an acronym of Talent, Research, Understanding, Solution and Timing, following the principles.
The House of Talents concept has always existed, as working closely with respected and talented individuals has continuously been at the forefront of how we operate. Support and guidance are very much at the heart of what we offer our candidates, whilst they are on the road of self-development and advancement in their desired field.
We have now created more structured benefits and values that apply to the exclusive “House of Talents“, where candidates will get the opportunity to develop future plans to reach their ambitions and aspirations, so that they can fulfil their professional dreams.
By working with Kitaa Hubs in a tailor-made process, the client will have the best talents identified which match the client requirements and culture, a plan to stay in touch with the talents, another channel to increase the brand awareness of the client and the ability to gain a better understanding of which factors are the drivers in the specific market or region. Benefits for the clients
1. Talent mapping
A sustainable flow of high potential candidates, who are available for recruitment at any time. Meet the mapping, benchmarking and talent pipeline needed in a cost-efficient process. Be ahead of the competitors across the region – resulting in the creation of a commercially-orientated talent pool. An insurance to decrease potential staff turnover and avoid long lead-times for finding replacements. Create an external succession plan to enhance and support internal plan. Save on both “management down time” and recruitment costs, in the long term. Being approached by a head-hunter on behalf of the client is, by experience, very appreciated. The ability of having an external partner handling the process, that could otherwise be inappropriate and difficult to manage internally.
2. Brand building
By experience, virtually everyone thinks this type of exercise is an excellent PR activity – popularising the client amongst the “leading company names” in the market.
Being in touch and engaged with a high number of talents and delivering a high-quality branding message about the client.
Connecting and spreading the client message as an innovative and forward-thinking organisation and, in addition to the approached people, also conducting in-depth interviews with the best ones. Understand the client position in the market, in relation to the main competitors from the people/ labour point of view. Understand the key factors of why the client is attracting people, as well the factors why talents are hesitating to join the company.
3. Market knowledge
Understand the trends and drivers in the specific market.
