Our model shows the unique depth of input we can provide to our clients.

 
 
Business context
– It is very important for us to gain a clear understanding of the strategic business circumstances surrounding the appointment – without this we could struggle to meet the longer term needs of both client and candidate.
 
Job description – we will advise (and help draft) a detailed and accurate role content and person specification.
 
Recruitment strategy – we set out the various options for our client and agree with them the best approach to filling the role.
 
Research – irrespective of whether it is a head-hunt or a contingency based assignment detailed research is required to identify suitable sources and locations of talent.
 
Social media – we utilise all online platforms available to us to identify, attract and connect with suitable talent.
 
Screening – our process includes detailed CV analysis, initial phone interview to cover all key requirements, holistic one-to-one interviews and our in-house assessments to enable us rank candidates in order of ‘fit’ for the role.
 
 
Shortlist
– we present a shortlist of candidates to our client of candidates who can do the job, with an appraisal of each and rationale for inclusion. At formal interview the client will also assess the culture fit with their team. We propose the interview process, content and organise the schedule.
 
Contract and package negotiation – we arrange the job offer and agree terms, advise on the employment contract, collect references, arrange medical etc. We finally agree a suitable onboarding programme with the client.

Employer Branding (3)

Guardian Jobs published a very interesting guide to Employer Branding – a topic which is very relevant to every company.    This is the third of a series of short articles based on the Guardian guide.   5 tips for bolstering your employer brand   Use insight from...

Employer Branding (2)

Guardian Jobs published a very interesting guide to Employer Branding – a topic which is very relevant to every company.    This is the second of a series of short articles based on the Guardian guide.   Why is an Employer Brand important?   Impact on internal talent...

Employer Branding (1)

Guardian Jobs published a very interesting guide to Employer Branding – a topic which is very relevant to every company.    This is the first of a series of short articles based on the Guardian guide.   What is an employer brand? In short, an employer brand is the...

Protect Your Employees Mental Health

During this unprecedented time, it has become more important than ever for employers to take every opportunity to protect the wellbeing and mental health of their employees. We are pleased to present our NEW Programme for Employees 'Maintain and Boost Mental Health'....

Is this job a step-back for you? – INTERVIEW QUESTION 10

Is this job a step-back for you? This is the tenth of the series of typical interview questions. For each question we outline why the interviewer is asking the question and how the interviewee should respond to it.   Our suggestions should be treated as guidelines,...

Employers and recruiters – get ready for Generation Z!

Employers, along with assisting recruitment consultants, should start thinking of attuning their organisational brands to the new trends and tendencies shaping the workforce. Generation Z (Gen Z) are people born between 1995 and 2010 who succeed the generation of...

Christmas Wishes

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Career Progression & Mobility

Career progression & mobility Internal career progression and mobility are becoming a necessity for any company looking to attract and retain amazing talents, and to strategically grow their organisational success.   More than ever employees want to work with...

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Torc Consulting Group
13 Herbert Place
Dublin 2
D02 YD32
Ireland
Tel: +353 1 662 3020

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