OUR APPROACH
  • We are committed to quality and customer satisfaction.
  • We focus on your agenda, not ours.
  • We listen to gain a clear understanding of your challenges and opportunities.
  • We learn about your business, culture, and operating environment.
  • We explore to develop a clear knowledge of your current and desired future state.
  • We architect solutions customized to meet your desired outcomes.
  • We work with you throughout implementation.
  • We provide ongoing support for a defined period to ensure success using a continuous improvement model.

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TAKING IT IN-HOUSE
The Benefits:
  • Lower costs
  • Faster results
  • Higher completion rates
  • Better quality
  • Greater control and accountability of one of the most critical HR roles – “the acquisition and retention of critical human talent for your business’s success”
Competitive Advantages of In-House Groups:
  • They have a vested interest in securing the best talent to advance your organization’s performance.
  • They are focused on delivering stellar service on every assignment.
  • They can access and reach deep into the market place to identify the best candidates.
  • They live within your company and, thus, have a deeper understanding of your culture, mission, vision, and business plans.

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EXECUTIVE SEARCH

An in-house executive search model is as solid as any major external search firm.  Once established, your in-house group will follow the successful recruiting model used by the best in the executive search industry:
  • Gain a thorough understanding of the position requirements.
  • Develop a detailed position profile and candidate specifications.
  • Perform in-depth research.
  • Identify, screen, and evaluate prospective candidates.
  • Present a panel of outstanding candidates.
  • Continuously communicate with the client and candidates.
  • Serve as intermediary in the negotiation of the final offer.
  • Coordinate the hiring process.
  • Gather post project feedback from client and candidates.
In-house executive search teams with the right business model add significant value:
  • Identify the best candidates.  They can access the entire external market – something no external search firm can do.
  • Have higher completion rates – they cannot afford to fail.
  • Have greater retention rates – they live with the results of their work.
  • Directly align their goals with the company’s goals.
  • Complete assignments in a shorter time.
We at The Worley HR Consulting Group not only develop your in-house executive search group, but we also offer guidance in developing a strategy and standard approach for working with external search firms:
  • Selecting and engaging the most appropriate search firms at the best market rates.
  • Understanding external search firms’ capabilities, methods, and performance records.
  • Managing the relationships with external search firms that will enhance effectiveness.

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VARIABLE WORKFORCE

A variable workforce is a pipeline of skilled employees available on an as-needed basis to complement the core workforce, to round out a project team, to meet the rapidly changing staffing needs of the corporation, or to address staffing for unexpected growth in business.

Drivers for Innovation in Workforce Management:
  • There is a severe shortage in available qualified labor that will continue over the next 10-20 years.
  • The intense competition for qualified labor will only increase.

  • Internal pressure to decrease or control costs will grow, but salaries will rise due to competitive market pressures.

  • There continues to be rapid change in employee skill requirements, but the traditional workforce cannot be trained fast enough to meet these needs.

  • Turnover will increase in the traditional organizational structures as employees demand challenging work assignments.

Benefits to the Corporation:

  • “Just in time” staffing resources provide the right skills at the right time.

  • The Company gets a competitive advantage by having the ability to grow and shrink their workforce quickly but without pain to the company, its workers, or its shareholders.

  • Redeployment takes place inside and outside the company.

  • The company can easily shift rare resources and critical talent to where they are most needed.

  • The company has the tools to compete for and win the best talent.

  • Greater corporate productivity decreases inefficiencies and improves overhead efficiency.

  • Lower turnover means a better use of human capital through meaningful work and variety in work assignments and learning opportunities.

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