EXECUTIVE SUMMARY
For about a year, Talent Pond registered to be a pioneer of exceptional boutique recruitment for unrivalled graduate students, and entrepreneurs. In an ever-changing world, our stamina and potential stream from embracing change and always fostering and researching meaningful insights from potential clients, entrepreneurs, and candidates.
The goal is helping companies scale for growth and making career dreams come true. From our recruiting services to connecting employers and employees, our online platform will be making it easier than ever for top talent and top companies to directly connect each other.
We intend to partner with the biggest names across various sectors offering a customized approach to each search. We’ve established networks of genuine relationships that will allow us to source the highest-quality talent and execute quickly.
MISSION
Our company mission is to organize the Zambian resumes or curriculum profiles information and make it universally accessible and useful. Our mission is making search for right or suitable candidates given the need, easy. We believe that organizations and institutions should connect in real-time, and the task should be simple. This business is built on a strong core value system which encourages growth, innovation, and ease of use for everyone.
We are committed to connecting great companies with great employees and opening opportunities for both by providing the highest quality of outsourced employment and human resource services. Success for our customers is reached by empowering them to focus on what they do best.
We have a mission to connect employees that are talented, motivated, and driven to excellence with great businesses by opening opportunities for both. Our goals are to provide high-quality outsourced employment, human resource services, and to empower business owners and employees to be their best recruited staff.
We are tasked to match the right candidates which organizations need and ensure that the brand is protected and promoted throughout the process. We have a diverse network, and we employ the latest technology to ensure we seek out the ideal candidate are on our database.
VALUES
Collaborative: Easy to reach and interact with our customers.
Passionate: We are passionate about our business and our roles, showing enthusiasm, energy and taking pleasure in what we do.
Open, Honest & Reliable: We do what we do with honesty & belief, encouraging the open exchange of ideas and opinions. We do not promise what we cannot deliver.
Adaptable: Open to change & new ideas, challenging the status quo whilst continuing to learn & improve our business & ourselves.
Trust: We are a high performing, high quality organization dedicated to employment and human resource services – a trusted partner and resource for our customers and our community.
Respect: We treat every individual with respect, in every interaction.
Integrity: We promise only what we can deliver, and we deliver on every promise. Our business is built on a foundation of honesty and integrity.
Commitment: We are committed to providing solutions for our customers. We exist to meet and solve the challenges our customers face.
Professionalism: We are seasoned professionals, continuously educating ourselves and preparing for the challenges ahead.
VISION
To be the leading partner that clients and candidates always choose to connect with. We created a platform that enables employers to reduce time to hire, save money, and spend more time.
We shall achieve this by continuously striving to become the preferred source for employment and human capital services.
Our purpose is to empower an intelligent, sustainable, and connected world using intelligent technologies that drive positive change.
OBJECTIVES
The main objective is to find suitable opportunities for job applicants that deposit their curriculum vitae, resumes, and other supporting documents with them.
To develop vast databases of candidates when they invite applications for vacancies.
To achieve this by employing and pushing the limits of existing technology to provide a fast, accurate and easy-to-use service that anyone seeking information can access.
To develop a database that provides the best user experience possible that is of relevance, comprehensiveness, freshness, and speed providing users with best possible result.
LEAD IN DIGITAL LIFE AND WORK
We believe that all our publics should always have the best experience, anytime, anyplace, no matter where. Talent pond wants its products and services to enable its customers to participate in an increasingly digitalized society in both their personal and professional lives. Achieving seamless interaction between our products is our primary objective. In the future, they will be context-aware and personalized.
LEAD IN BUSINESS PRODUCTIVITY
Talent Pond wants to be the first choice in future for multinational companies with international connectivity requirements. To do so, the company is strengthening its delivery capabilities for premium client access. In the future, companies and candidate employees will be able to link their international subsidiaries with their corporate and consumer social networks.
BUSINESS ADVANTAGE
Talent pond wants to make digital services from partner companies available to its customers. Everyone will benefit from this step. Consumers seeking employment will have access to fantastic exclusive offers. Partner companies will flourish. We have created nimble advantage for our customers, partners, and ourselves.
FINANCIAL OBJECTIVE
The main financial objectives is to promote our products and services, digitally. The financial objectives to increase return on capital employed will benefit the triangle of partners, the employers, employees, and the company. Furthermore, the main source of income is advertisement, memberships, and subscriptions. When more consumers subscribe, the easier the company will enhance services and achieve the general objective.
CORPORATE PHYLANTHLOPY
Talent Pond seeks to helps people find rewarding work and clients find the right talent to grow their businesses, and our goal is to adhere to the highest ethical standards when doing so. This commitment is reflected in our policies and programs that support universal human rights; respect the diversity of our employees, customers, and business partners; form the foundation of our philanthropic endeavors; and protect the environment in the communities we serve.
The experts in their field, our recruitment consultants are knowledgeable, honest, and friendly. We genuinely care about placing candidates in jobs where they will thrive. Unlike many agencies today, we insist on meeting our candidates and really getting to know them, so we understand exactly what they are looking for to give the best possible advice. It’s a relationship built on trust, many of which span a candidate’s entire working life.
BUSINESS PLAN
Our ultimate plan is to connect the graduates and the entrepreneurs in various specializations to link and connect with their suppliers effectively and sufficiently, the business of the graduate is finding the best employer and the business of an entrepreneur is to find the best offers for their talents reflected in their products and services which they can best in comparative to other talents. Our business is to connect graduates and entrepreneurs to their sufficient and adequate markets. When entrepreneurs reach their best market, thy fulfil their objective and when graduates find their best employer, they reach the objective . As Talent Pond, we come in the middle to ensure that this objective is met.
We are achieving this by creating a linking base where employers can connect with all the talents and graduates get the best . Among those looking for entrepreneurs, we have created the platform for linking with each other perfectly and adequately.
STAKEHOLDER ENGAGEMENT
We actively involve our stakeholders in our sustainability processes. We feel it is very important to actively involve our stakeholders on our path to improved sustainability. That goes for our customers and employees as well as our partners from the worlds of politics, society, science, and industry. Because engaging in dialog with them helps us recognize trends in their early stages. This dialog also strengthens existing alliances and creates new opportunities for partnerships. We are convinced that the only way to reach our sustainability goals is by working together with our stakeholders. Their questions and comments are always welcome. We aim to listen to their criticism and address their requests and comments so that we can structure our management processes accordingly.
OUR BRAND
Life is connectivity with those we value. That is at once our slogan and our aim. It gets right to the heart of Talent Pond’s brand promise. In combination with the distinctive letters “TP,” with our magenta brand, it provides orientation in a world of connections. Yes, other social platforms are fragmented with, mixed human desires, ours is particular with business, and wants our publics, the graduates , employers and entrepreneurs to be in touch continuously because we believe they need each other much .
OUR SLOGAN AND OUR AIM: CHANGING THE LIFESTYLES
We give our customers access to the great many and diverse opportunities this world provides. We accompany our customers, as a trustworthy partner – and ensure that no one gets left behind.
We develop and build digital platforms – the best, fastest and most reliable platforms– for the society of today and of tomorrow. We value and count our ability to share ideas, opinions, and special moments. And being able to share them at any time we choose and wherever we happen to be. Connecting enriches our life. Thanks to digitalization, boundaries of time and place are becoming easier and easier to overcome, for sharing. This has fundamentally changed the way we communicate. Over the past few years, the idea of connectivity has had an enormous impact in business and in our society. In our brand positioning, we were very early in understanding that idea’s importance. Today, the connectivity economy is a global phenomenon, and we see just how right our approach was.
DISRUPTION OF TRADITIONAL WAYS
At Talent Pond, we believe that opportunity presentation should be affordable. The cost of traditional new paper newspaper is just so much and does not attract or maximize reach. On the other hand, the opportunity does not sufficiently and adequately reach the right targets. In response we have created a pond of graduates and talented entrepreneurs who can be reached at zero cost. We have given power to the employers to explore the world of talents so that they can have the best. Any competitive company that shall fail to excel because of lack of the opportunity to attract the best talents should not blame anyone. Any individual or entrepreneur with talents who shall fail to attract their markets should not blame anyone.
Traditional media, or some people like to call old media are the mass media institutions that predominated prior to the Information Age. Now it’s the digital way. Media channels were once clearly distinguished and named from the physical devices that we used to consume them. Radio ads played on radios and were audio, TV ads played on TV’s and were moving images, newspaper ads were images in the paper while outdoor ads were the images around us. In 2014 the naming legacy is both misleading and of no value. We listen to the radio on our phone, read the newspapers on a laptop, watch YouTube on TV and read magazines on iPad.
DIGITAL TRENDS
AUGMENTED REALITY
Augmented reality (AR), virtual reality (VR) and mixed reality are changing the way that people perceive and interact with the digital world. Combined with conversational platforms, a fundamental shift in the user experience to an invisible and immersive experience will emerge. Application vendors, system software vendors and development platform vendors will all compete to deliver this model.
REMOTE INTERVIEWING
At Talent Pond, we have a couple of technologies which employers can use to reach ad extend the interviews to several candidates. Work from home (WFH) emerged as a major trend in talent acquisition and recruitment in 2021. Remote interviewing became a necessity for hiring during the pandemic wherever WFH orders were in place and candidates were unable or unwilling to travel by air for long-distance interviews.
With remote interviewing, job interviews taking place on video conferencing platforms such as Zoom, Microsoft Teams or Cisco Webex, or specialized video interviewing tools, such as HireVue and Montage.
CANDIDATE EXPERIENCE
The pandemic helped to make 2020 the year of the employee experience and the trend has continued. The pandemic accelerated the need for employee listening programs and developing an experience that maintains the health and well-being of employees, promotes positive work-life balance as well as giving them the positive experience that will encourage them to stay after the pandemic is over. This emphasis on providing a good experience also extends to candidates.
ANALYTICS
Art TAENT POND, we employ analysis. While not strictly a recruiting trend — HR in general is adopting analytics at a rapid rate — analytics remains a hot trend that will affect how organizations define their talent acquisition strategies and recruit talent. The use of analytics across talent acquisition processes helps deliver data-driven decision-making and insights to identify areas of strength and weakness, as well as reduce the cost of talent acquisition practices, identify problems and blockages in the process, and fill vacant roles more quickly. Additionally, talent analytics can prove the effectiveness and ROI of your recruiting software investments.
ROBOTIC PROCESS AUTOMATION
Robotic process automation (RPA) is an increasingly popular technology that can automate manual, repetitive activities. RPA bots can perform a vast array of recruiting tasks that normally take several hours. RPA performs operations on a bulk scale that doesn’t require any level of human intervention. We have robotic process at TALENT POND, meaning we are up to date with the recent technologies.
SKILLS AND COMPETENCIES
Assessing skills and competencies and using them to source, screen and match candidates to open vacancies is becoming a much hotter topic thanks to the power of AI. Although skills and competencies have been used in talent management for quite some time, particularly for identifying and matching successors to key positions or identifying career paths, they haven’t always been used effectively in talent acquisition. At Talent Pond, we have this service for our clients, which we provide to their own stake holders at their own request.
USE OF CHAT BOTS
Chatbots have been around for a few years now, but their use has limited to providing landing page calls to action and prompting candidates to apply for a job. In addition to chat bots, we have active lines that are available 27/7 . Three email address are also available for written complaints, innovations, and suggestions.
NEW COMPETENCIES AND SKILLS OF EMPLOYEES
Career guidance is another factor that has been connected to underemployment, where it is argued to help with the effective functioning of labour and work. The longer young people stay in education and training and the more complex labour markets become; the more important career guidance becomes Career guidance can also provide labour market and economic information that can assist students into making better career choices that will contribute to their own development and better employment prospects. We have career guidance services which everyone is free to book at low investment cost.
CONSUMER BEHAVIOUR
PERSONAL FACTORS
LIFESTYLE: Defined as set of attitudes, habits, or possessions associated with a particular person or group. The lifestyle of a particular person or group of people is the living conditions, behaviour, and habits that are typical of them or are chosen by them. To entrepreneurs especially we respect the lifestyle of Talents and efficiency. We encourage a moral lifestyle that make individuals to earn while in their day-to-day habits.
The lifestyle of graduates is swinging between employment and personal business. The desire to conduct personal business based on the skills is balancing with the need to hold employment contract. In response talent pond seeks to respond to this emerging theme by providing the two needs of graduates for both entrepreneurial and employment seeking at the same time.
PERSONALITY: Personality is the characteristic sets of behaviors, cognitions, and emotional patterns that are formed from biological and environmental factors, and which change over time. Personality refers to individual differences in characteristic patterns of thinking, feeling, and behaving.
By observation, there are fewer professionals working in offices along Cairo Road as compared to the number of individuals conducting business in Freedom and cha-cha-cha road. The behaviors are indicating a more entrepreneurial behavior.
OCCUPATION·A person’s usual or principal work or business, especially as a means of earning a living. Graduates are converting skills from universities and colleges to direct business. The government of Zambia has recognised the need for the rise in business and flow of funds among macro enterprises.
LIFE CYCLE: the series of stages in form and functional activity through which an organism passes between successive recurrences of a specified primary stage. The primary stage of investment has changed from retirement stage to the younger age. Talent Pond recommends that all those who are sleeping should wake up now and become productive.
ECONOMICAL
INDUSTRIALIZATION
Employment in the manufacturing sector increased fourfold from 55,600 people in 2005 to 216,700 people in 2012. But it not possible that all will be absorbed. Approximately one third of total manufacturing jobs were in the formal sector. The others are in the informal sector. The liberation of the economy and the creation of the ministry of the Small and Medium Enterprises is an opportunity for the Zambians to capitalize on Talents. Talents are cheaper ways to learn and pernitrate any industry. Own their own, they are a penetration strategy.
RISE OF SERVICE INDUSTRY
A service industry is an economic segment that provides certain intangible activity that fulfills a particular need. Companies within this industry perform tasks that are useful to their customers. Now, Zambia is not much into physical production of tangible goods. Majority of the jobs in Lusaka are basically tangible items. Talent Pond therefore demands that all the youth who are become entrepreneurs today should understand service marketing.
MONETARY POLICY
As the Zambian government plans to inject t a lot of money in the economy, it will be inflationary if there shall be no matching production.
Massive employments of government workers who shall spend mostly on imports. Indirectly these spells increase in the money supply. As such profitability will be low on low quantities. Talent Ponds recommends the that the entrepreneurs should duplicate services to maximise business profitability.
FISCAL POLICY: The fiscal policy affecting entrepreneurs include and is not limited to the cost of capital inputs such as cost of plant.
SOCIAL AND CULTURAL FACTORS
SOCIAL BELIEFS
These are defined as enduring beliefs shared by society members, with contents that are perceived by society members as characterizing their society. The focal part of the definition points to the fact that societal beliefs characterize a society. We believe that graduates should be employed and those choosing to be entrepreneurs should connect easily with their markets. Our existence is on the premise that the above social need and belief should be on another level. We adopt an inclusive definition of beliefs that encompasses conceptualizations used in different fields, including beliefs as assumptions about states of the world. Information from people’s social environment is an important contributor to the complexity of belief formation and change.
SOCIAL VALUES
Social values are a set of principles that are morally acceptable by society. These principles are created by the dynamics of the community, institutions in the society, traditions, and cultural beliefs of the people in the society. Social values are a set of principles that are morally acceptable by society. At Talent Pond, we plan to engage in various community and religious activities which are respected by the clients.
SOCIAL MORES
Mores are social norms that are widely observed within a particular society or culture. Mores determine what is considered morally acceptable or unacceptable within any given culture. A social more is a specific socially constructed idea on what behaviors are considered moral. To showcase our social mores, we have a lot of free services and most of the services we offer are mainly for the benefit of clients. We are something between a charity, eye opener,
FOLKWAYS AND TABOOS
There are two concepts that are like social mores but differ slightly. A folkway is a norm that influences a casual interaction. They are daily, often unconscious actions. That even graduates should be entrepreneurs has become a folkway. Not being in employment nor being an entrepreneur is now considered a taboo socially. At Talent Pond, have provided this platform to allow everyone respond to this cultural element.
SOCIAL STATUS
social status, also called status, the relative rank that an individual holds, with attendant rights, duties, and lifestyle, in a social hierarchy based upon honor or prestige. Social status can be understood as the degree of honor or prestige attached to one’s position in society. Social stratification is associated with the ability of individuals to live up to some set of ideals or principles regarded as important by the society or some social group within it. We want graduates and entrepreneurs to showcase a status from here, so that others can tell them what they do .
TECHNOLOGICAL FACTOR
The company has realised the increasing pace of technology and wants to align and fine tune to changing technology for all our stakeholders. Most of our target audience have up to date devices that much their behaviours and expectations on simplicity and openliness needs. Among them are laptops, smart phones, tablets, and the skills to use them. Our strategy is to deliver and develop the markets on the current devices which the market has, as a platform for business. Customer service, business research, purchase transactions will be performed with the existing technology.
MARKET NEEDS AND EXPECTATIONS
NEED FOR CONVENIENCE
Customers want reliable and convenient services. In our research, 78% of consumers said they value convenience more today than they did before. As we slowly emerge from the Covid-19 restrictions, consumers will demand richer, more convenient experiences. They are very impatient. At Talent Pond, we value this need by providing, a platform where are recached without applying. Those seeking employment get contacted without an application letter. Entrepreneurs get contacted without advertising frequently. To us, that’s convenience.
NEED FOR SIMPLICITY
The customer service process is a series of steps and measures to guarantee customer satisfaction provided by a company. Customers want simple process that do not waist time. The customer journey should be simple. A customer journey map is a diagram that shows the process customers go through in interacting with business, such as an experience on the website. Our platform allows for direct reach between two publics.
NEED FOR PRIVACY AND RESPECT.
Privacy and data protection are two interrelated Internet governance issues. Data protection is a legal mechanism that ensures privacy. Privacy is usually defined as the right of any citizen to control their own personal information and to decide about it (to disclose information or not). Privacy is a fundamental human right.
At Talent Pond, we value how data should be collected, stored, managed, and shared with any third parties, as well as compliance with the applicable privacy laws General Data Protection Regulation GDPR. WE communicate with our clients how data is used, and we obtain permissions before we upload clints data.
DEMAND FOR YIELD AND VALUE FOR THEIR INVESTMENT
At Talent Pond, we believe in yield for our clients. Our clints need return on investments they make. Return on investment (ROI) is a performance measure used to evaluate the efficiency of an investment or compare the efficiency of several investment. Creating value for customers to us means providing useful products and services that customers consider worthy of their time, energy, and money.
NEED FOR TRANSPARENCY AND OPEN CULTURE
Employment and business need be transparent. Customers need freedom. Without restrictions, Talent Pond has an open platform for business. Transparency fosters trust and open communication. We believe it strengthens relationships. Transparency promotes accountability and provides information for citizens. Transparency, participation, accountability, and integrity are interconnected concepts and constitute elements of any anti-corruption framework.
VALUE FOR TIME
Time is very precious to all of us. We should the value and respect the importance of time every single moment.Time helps us make a good habit of structuring and organizing our daily activities. Time is also of significant social importance, having economic value (“time is money”) as well as personal value, due to an awareness of the limited time in each day and in human life spans. As such, Talent Pond has responded with strength and concern by reflecting on the value of time. Graduates have faced challenges which employers by failing to establish the link between them directly.
NEED FOR SUPPORT AND GUIDE:
Good customer service makes it easy for customers to do business with. When customers have a positive experience with us. We have 24/7 numbers and social platforms which are monitored continuously.
Robustness, reliability, and excellent in-service performance are key characteristics of the solutions, to deliver high quality voice and communication services and meet the demands of service providers.
The reliability and high capacity make Talent Ponds solutions a good choice to win the trust and loyalty of consumers.
EXPECTATIONS OF GRADUATES
Employment: most graduates expect to be employed with good conditions of service. They expect to be given world class services. The process they know which is available and realistic is to create a Curriculum vitae which they can send to various companies. For those who apply to the government directly, it makes take a while to receive feedback while in the private sector, it may be faster though conditions and fragility of employment contracts differ.
To bring a change to this challenge, Talent Pond has created a platform where graduates can create their summary or basic information or profile. As part of agreement, they agree to be commentated directly for employment prospect. Graduates disclose their status so that the employers can Talent Pond has invited a lot of companies within and outside this country, to find graduates for free. the companies can log in and find various graduates and communicate or reach them swiftly without spending on newspapers huge sums.
EXPECTATIONS OF ENTREPRENEURS
To be discovered. The business goal is to realise profit from one’s available resources. Entrepreneurship, the primary goal is not to make a profit but rather to create value, to change how people do business, perceive things, understand things, or to even change how they live.
That and that alone remains the goal from the beginning all the way to the point where the change has begun to occur, and the venture becomes a business.
EXPECTATIONS OF EMPLOYERS
Employers want the best from the industry. They want to achieve this at the most minimum cost available. As Talent Pond, we are here for that. We want employers to incur only reasonable costs to achieve want they really want, and they can easily achieve this objective with us. What is required is just registration with us to open an account that gives access gallery like pond of Talents. Here employers will find all that which they are looking for. All engineers, medical personnel, to mention but a few from all over this country and beyond.
TARGET MARKET
GRADUATES AND EMPLOYED SWITCHERS
The “2020 Global Employment Trends for Youth” reports that since the 2009 Global Recession, the number of high-skilled employment has not been able to keep up with the increased number of graduate labour force participants.
The ILO shows that the returns to tertiary education in several countries, including South Africa, increase more for prime-age workers than young workers. Despite acknowledging the value of education as promoting positive employment outcomes, the decision to enter the labour market early is propagated by limited resources such as finances and poverty.
In physical production environments, Most employers seem to be in favour of casual/part-time work agreements because of the flexibility and cost reductions they provide related to labour regulations). This implies that jobs are there, but the problem is the quality of the available jobs, which are often characterised by informality, precarity, instability and insecurity.
This is a concern for economists, as labour underutilisation indicates inefficient labour market outcomes as loss of output can never be regained. These views are supported by Beukes et al. (2017, p. 35), who reiterate the lost productive capacity and national income through underutilisation, raising concerns about social exclusion for the affected individual.
MICRO ENTERPRENUERS:
If you are a micro enterprise, then we are living for you. A micro business is a type of small business that employs fewer people, according to the Small Business Association. Micro enterprises aim to create large-scale employment in the economy, separate from the formal sector. And they can achieve this target with very limited finances and investment.
PRODUCTS STRATEGY
We provide recruiting services and providers assist organizations in seeking out qualified candidates for important, vacant roles.
Our recruiting department of experts employ various methods to track down ideal individuals and reach out to them about specific positions, regardless of the candidate’s current employment status. Though recruiting firms will oversee the first contact with qualified candidates, provide the hiring company with candidate profiles, and mediate any communication between the candidates and the organization. Typically, hiring managers and human resources staff will work with recruiting firms to expedite and simplify the hiring process.
As Administrators of recruiting, we use sophisticated software to help organize, update, and maintain databases of target positions, candidates, and registered companies, as well as track the progress of each recruitment lifecycle. They may utilize job boards to collect information on prospective hires.
MARKETING AND SERVICE STRATEGY
We are a recruiting firm with dedicated practice areas in technology, marketing, human resources, we offer a wide variety of services, including dedicated search, staffing, executive retained search, and embedded On-Demand recruiting. What truly differentiates us is our customized approach to solving our clients’ hiring challenges. Businesses who choose Talent Pond come in many shapes and sizes – large enterprise, small to medium-sized tech firms, startups, agencies & consultancies – and work with us because of our transparent approach and commitment to results.
OUR SERVICES AND PRODUCTS
SHOWCASING AND LISTING TALENTS:
We list the talents in different fields. We have a lot of talents in nearly all fields offered by universities. Graduates from all the colleges and universities in Zambia have listed their talents and skills. In addition, they have also listed their state of engagement, whether they are employed or employed but available. In response employers can reach them directly and interact with them for enhanced interview.
TALENT AND ORGANISATION EVALUATION APP.
This service is like any other performance review but focuses on the employee. A talent review challenges business leaders to assess employees across the organization on performance and future potential. Using a talent and organizational review assists companies uncover talent gaps and identify high potential employees.
This service also evaluates whether the company has the right employees in alignment with its objectives, mission, and vision. Beyond employees, it also assesses the structure.
RATING OF TALENTS
Rating talents can be challenging because there may be a variety of criteria, some of which can be conflicting because of things such as short-term and long-term needs. What may not be all that important right now may be crucial down the road, so be aware of future potential as well as current, relevant skills and experience.
AGENCY SERVICES AND GENERAL CONSULTANCY:
There are circumstances when employers do not have time to recruit and do selection service from the broader perspective, we offer this service when requested to do. We can short list and help formulate candidates by privately interviewing selecting the best that fits the employers’ specific needs. From employer brand building and attraction to screening and training, the Talent Acquisition Services program provides a customized approach based on the company’s needs. The goal is to build and execute a talent plan alongside the company’s existing recruiting efforts to help solve talent acquisition challenges. Talent acquisition refers to the process employers use for recruiting, tracking and interviewing job candidates, and onboarding and training new employees
EMPLOYMENT CONTRACT DESIGN AND EVALUATION:
We do assist companies seeking the design and technical design of contractual terms of the employment contracts. The Contract evaluation service is the process of reviewing to determine whether the terms of the contract meet any criteria have been established and/or whether the terms of the contract are acceptable or meet the labor law standards.
LABOR MARKET AND SALARY SURVEY SERVICES.
We employ the salary survey service to determine a fair and competitive salary for the employees of a company. The survey output is data on the average or median salary for a specific position, taking into consideration the region, industry, company size, etc. Our Salary surveys can identify the compensation structure for multiple parts of a salary package to be considered, including base pay, incentives, retirement plans, bonuses, and benefits. Researching survey data can help an organization break down how to divide compensation among the various available categories.
DISTRIBUTION STRATEGY
An online distribution business helps us to reach the buyers through their distribution channels. An online distributor helps the clients cover more areas for their business and increase the efficiency and distribution speed.
COMPETITIVE STRATEGY
Talent Pond has partnered with its strategic alliances and relationships with trade associations to better serve the clients. We intend to contribute to the mission of each trade organization by working together to develop thought leadership, awards and scholarship programs, training, and development sessions, and hiring and job search resources for the members of these organizations. As a result of these relationships, we shall often be called upon to help with the hiring or job search needs of the highly skilled members of these professional trade organizations.
Our unique recruitment skills, market knowledge, commercial acumen and life experience give us competitive advantage. We accurately assess clients’ and candidates’ needs before developing the products and services. Where necessary we advise and match accordingly.
FINANCIAL STRATEGY
At talent Pond we integrate the financial planning with strategic planning. The outcome is a functional roadmap that assesses current resources, costs and budget and aligns them with our mission and goals. It sets a plan to align with enterprise goals to grow and innovate, despite environmental turbulence. Our financial strategy sets priorities, manages trade-off decisions, and minimizes the costs of change to effectively finance critical initiatives.