• Choose the category that your role best fits.
• Follow the questioning process choosing answers that would reflect those of your Candidate of choice.   If you are unsure whether to highlight/ give a yes or no answer because the word/statement is a minor part of the role you have then answer YES.
• Make time, without distractions to complete the process, there are no wrong answers, only accurate answers.
• If NO answer NO. Don¹t guess answers. If you are unsure then consult a colleague who is involved in the daily workload.   Remember accuracy now will result in accurate matches and lighter workload.
• The sections which cover industry experience, customer base and transferable knowledge.  Then going forward you will be asked to choose words that relate to your job title, skills and experience.  From word association you will go on to answer a series of YES/NO questions.
• If the role requires the chosen candidate to manage people, projects, systems or procedures, then choose MANAGEMENT, otherwise pick NON MANAGEMENT.

4
Now it is time to set those really important, unique questions, which will make your selection and assessment process simple.
Set three questions, relating to the role, that will give you specific information about the candidate.
Nature of questions is individual to your organisation and the answers should demonstrate a particular skill or illustrate a particular strength that you are looking for. Subject - competencies/knowledge/technical merit/personality/work ethic/situational/life experience.
 
5
Candidates who correspond with the TM unique, % match system, which you are next going to choose, will answer the questions you set.
If you prefer to see fewer Job Hunters who closely match then set your criteria at 80 or 90% but if you prefer to see a really broad base of people then you may choose 10%.  This facility will really help your time management and selection and remember forget, you can go in and change information or % match criteria at any time during the jobs registration period.
A Talent Manager CV is standard and the answers to these questions will form the first page which immediately offers every person involved in the selection process the opportunity to identify those with high potential that most match business strategy and staff branding.
So go to Checkout and activate your job now.
 
6
All candidates who match your specification will be immediately alerted, invited to view and apply for the role.
Speed of reply will be based on length of time it takes candidates to complete the unique questions you have set.
Once interested candidates have completed the on-line application process a Talent Managers CV will be delivered to your in-box, in standard format.
Once the application has been delivered to your in-box the candidate concerned will be emailed confirmation.
 
7
Please remember that the recruitment process is on of the top PR exercises you can do and it will send out all sorts of messages about your Company, which could have an effect on future staffing or existing/future customers If Talent Manager is the efficient, cost effective recruitment service you have been looking for then future vacancies will be easier to fill if candidates, successful or not, are given a really positive experience.
People tell other people so more Talent will visit the site and be there when you next recruit
 
8
Set email responses to:
Immediately acknowledge applications. Within 24 hours detail your selection and interview timetable. Keep candidates informed of progress/changes in the timetable Make rejection emails clear and give the reasons for your decisions Be available to answer questions with regard the selection process or the interview arrangements.
 
9
In ideal way to pre-select your candidates for interview. Use the TMs site as part of your recruitment plan, when you advertise for role through other media instruct the candidates to apply via the TMs site and see which ones get to your in-box.