Problem statement

Generally speaking, talent sourcing in the industry is performed as follows:

1. Majority of the recruitment processes are reactive: employers have a rush to fill a “vacancy”, coming from short-term needs

2. Algorithms and/or automatization processes may target wrong candidates → who has not received a job offer that has nothing to do with your (technical) skills?

3. Recruitment campaigns are often very impersonal

 

As a consequence:

1. “Desperate” search of candidates start → wrong basis

2. Trust is compromised → missing opportunities

3. People feel treated as commodities → talent leak

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The alternative

ZenoTalent is approaching talent sourcing differently. Focus is not on filling current vacancies, but on finding the right people, proactively. This means identifying, unleashing and promoting talent, independently of any specific open position.

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Target audience

• Businesses: a broad range of industries. 

• Companies: from small to large, with focus on those working multinational or with projects in different countries.

• Roles: although specialized in technical profiles like engineers, scients and technicians, recruitment is open to all kind of profiles.

• Candidates: highly qualified/educated profiles, rather Senior; intermediate managers; C-level of small or start-up companies. In the end, only top talent with good mix of technical & soft skills is of interest.

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Workflow

1. Proactive search:

   • Independent and open​ research of talent

   • Campaigns for specific profiles or functions (e.g.: chemical engineer), not based on vacancies nor on job applications

   • Mapping of job opportunities and identification of employers' needs

2. Careful identification of real best talent.

3. Invested cultivation of talent that present potential or does not immediately match opportunities.

4. Selective promotion of top talent candidates to employers.

5. Monitorization of performance. Follow-up and feedback from employers and candidates.