Talent Acquisition
Talent acquisition is the process of finding, attracting, hiring, growing, and retaining top talents inside an organization. We support your organization in answering the question: Given our resources, market position, product demands and other competitive factors, where and how can we get talented employees? Our solutions give you the information and data needed to attract and engage top talent. Accountability is built-in by equipping your teams with the expertise needed to mitigate bias and foster equity and inclusion across all aspects of the talent acquisition cycle.
Talent Philosophy & Strategic Development
Talent Philosophy refers to the organization's strategy that defines the optimal way to manage talent to get the best results. This philosophy determines decisions and actions around employee performance and behavior, as well as leadership accountability and organizational transparency. Having a defined philosophy to guide your strategy ensures that it is replicable and scalable, as well as manages against common personal biases that guide how managers grow and manage their teams.
Workshops & Workbooks
Recruiting for nonrecruiters
Talent Philosophy refers to the organization's strategy that defines the optimal way to manage talent to get the best results. This philosophy determines decisions and actions around employee performance and behavior, as well as leadership accountability and organizational transparency. Having a defined philosophy to guide your strategy ensures that it is replicable and scalable, as well as manages against common personal biases that guide how managers grow and manage their teams.
Interviewer enablement
Whether you're a new or a tenured interviewer, heristic's Interviewer Enablement workshop & workbook will further enlighten your leaders and interviewers in interviewing best practices, whether in-person, virtual, or over-the-phone. We'll educate your team in:
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The importance of the candidate experience
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Types of questions to ask (open-ended vs behavioral-based questions)
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Improving the interview process for the most marginalized groups
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Interrupting your own or others biases
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What should and shouldn't be asked during the interview process
