Understanding your candidate drivers
Our team of qualified researchers can support your organisation with the data, research and insight you need to understand your employee experience, identify your key drivers, articulate your value proposition and build your candidate personas. We’ll make sure you have an employer brand that is 100% recruitment ready.
A clear and compelling proposition helps our creative team to shape your brand identity, from a memorable tagline, tone of voice and brand narrative through to your design, photography and video guidelines.
Our research teams have access to a wide range of industry and sector-specific data points. This enables us to provide attraction and recruitment insight on a regular basis, whether it is to highlight changes in the market, new employment legislation, or potential challenges on the horizon.
Employee Focus Groups/Stakeholder Interviews
We gain insight into your current employee experience through focus groups and stakeholder interviews. Focus groups will be carefully segmented to give an authentic picture of your company culture, from new joiners, long-serving employees, early in career, experienced professionals, different departments and different locations.
Your competitors for talent are often different to your competitors for clients or customers. It’s important to know what your recruiters are up against. What messages are your competitors focusing on, what are their selling points, how well are they communicating what it is like to work there?
Candidate Perception Surveys
For many employer brands, the challenge is aligning candidate perceptions of your organisation with what it is really like to work there. External perception surveys help us to identify any gaps between perception and reality, so that your employer brand can help to manage expectations and attract candidates who can stay and thrive.
A critical element in taking your message to market is understanding your candidates, their hopes for the future and the factors that are affecting their career decision-making. Thoroughly researched candidate personas provide a clear connection between your EVP, your segmented messaging and your campaign targeting.
With a base of research and insight in place, a Talent Mapping project can help your recruitment teams to identify key skills in the market, benchmark remuneration and rewards, pull together org charts for your closest competitors and short-list candidates in the market who you may be interested in talking to.
Build a future-ready, agile workforce. Today.
Frequently Asked Questions
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How do you select employees to take part in focus group discussions?
We select employees who you think will provide us with the best information about what it’s like to work for you. It need not be a random selection. A random sample of your whole workforce may not give us the best people. We would usually recommend 8 participants per focus group, preferably drawing in participants who we know are engaged employees who are likely to contribute.
What if our candidate perception survey delivers negative opinion?
We will not shy away from giving you the complete picture of what candidates and employees think of you as an employer. At the same time, our aim in building your EVP and your employer brand is to begin the long-term, strategic process of helping you to tackle negative opinions, misconceptions and misalignments in messaging, so that you can attract the right talent moving forwards.
How does the research turn into an EVP?
The research provides us with a set of pillars and a framework to support your employer value proposition. We then hand the framework over to our copywriting team who start working to turn that insight into a narrative. It’s vital that we show how our EVP supports your broader purpose as an organisation and ladders up to support your mission, vision and customer proposition.
How do you protect employee data?
We comply with GDPR and Data Protection Act (2018) practices. We also abide by the Market Research Society Code of Conduct.