The document summarizes the executive search and intelligence services provided by Armstrong Craven. Their services help organizations attract global talent through executive search and market intelligence. Their executive search services identify and recruit senior management and specialized roles, while their intelligence services provide market insights to refine talent planning and decision making. They take a research-based approach to gather in-depth information on markets and candidates to deliver high-quality search results and share the collected data with clients.
We provide highly qualified professionals and skilled manpower to support with the best top, middle and lower level workforce in a short, medium and long term basis. We are the licensed recruitment agency to provide manpower in to reduce the worries of our customers about recruiting high quality workforce for their projects. Thanks to our unflinching commitment to the best interests of the businesses and job seekers, we have gained the reputation of being a reliable, fair-minded and straightforward legal manpower recruiter. We provide exclusive and qualified workforce for all sectors like, Oil and Gas, Mechanical Construction, Civil Construction, Electrical, Marine and Security sectors. We have managed huge contracts with some of the renowned companies in providing the mentioned skill sets like Masons, Helpers, Welders, Painters, Carpenters, Welders, Steel Fixers, Electricians, plumber’s, Security personnel’s, Site engineers, Supervisors, Project managers, Mechanics, Riggers, Chemical engineers and Oil field related staff. Yearly providing 10000-15000 staff.
At TSC we manage the full life cycle recruiting process for both consulting and full-time positions within the Manufacturing, IT, R&D and Technical Marketplace.
Working across all industries with some of the best clients in the market, responsible for sourcing new talent as well as maintaining a network of Interactive & Technical professionals. Screening candidates against existing requirements, conducting interviews both over the phone as well as in person, presenting the best match possible to existing job requirements, and managing the entire process from the first phone call, through the interview to the placement.
Responsibilities:
*Develop a strategic plan to advance the company's mission and objectives and to promote revenue, profitability, and growth as an organization.
*Plan, develop, and implement strategies for generating resources and/or revenues for the company.
*Approve company operational procedures, policies, and standards.
*Review activity reports and financial statements to determine progress and status in attaining objectives and revise objectives and plans in accordance with current conditions.
*Evaluate performance of executives for compliance with established policies and objectives of the company and contributions in attaining objectives.
*Other duties as assigned.
Work hard, play hard environment. We are a group of fun, energetic, outgoing professionals working together.
LET'S WORK TOGETHER!!
We provide highly qualified professionals and skilled manpower to support with the best top, middle and lower level workforce in a short, medium and long term basis. We are the licensed recruitment agency to provide manpower in to reduce the worries of our customers about recruiting high quality workforce for their projects. Thanks to our unflinching commitment to the best interests of the businesses and job seekers, we have gained the reputation of being a reliable, fair-minded and straightforward legal manpower recruiter. We provide exclusive and qualified workforce for all sectors like, Oil and Gas, Mechanical Construction, Civil Construction, Electrical, Marine and Security sectors. We have managed huge contracts with some of the renowned companies in providing the mentioned skill sets like Masons, Helpers, Welders, Painters, Carpenters, Welders, Steel Fixers, Electricians, plumber’s, Security personnel’s, Site engineers, Supervisors, Project managers, Mechanics, Riggers, Chemical engineers and Oil field related staff. Yearly providing 10000-15000 staff.
At TSC we manage the full life cycle recruiting process for both consulting and full-time positions within the Manufacturing, IT, R&D and Technical Marketplace.
Working across all industries with some of the best clients in the market, responsible for sourcing new talent as well as maintaining a network of Interactive & Technical professionals. Screening candidates against existing requirements, conducting interviews both over the phone as well as in person, presenting the best match possible to existing job requirements, and managing the entire process from the first phone call, through the interview to the placement.
Responsibilities:
*Develop a strategic plan to advance the company's mission and objectives and to promote revenue, profitability, and growth as an organization.
*Plan, develop, and implement strategies for generating resources and/or revenues for the company.
*Approve company operational procedures, policies, and standards.
*Review activity reports and financial statements to determine progress and status in attaining objectives and revise objectives and plans in accordance with current conditions.
*Evaluate performance of executives for compliance with established policies and objectives of the company and contributions in attaining objectives.
*Other duties as assigned.
Work hard, play hard environment. We are a group of fun, energetic, outgoing professionals working together.
LET'S WORK TOGETHER!!
How to use recruiter for talent market mapping to identify more right fit can...Caroline McDonald
Studies have shown that having a ready pipeline of top quality candidates can improve quality of hire, time to fill, and in some cases even cut cost per hire. Defining your talent landscape ahead of time and not taking a shotgun approach to candidate sourcing can make or break your ability to attract and ultimately hire the right people in to your business. In these slides, we examine the scenarios in which we can use LinkedIn Recruiter to map the talent market, allowing you to effectively guide your business on hiring strategy and plans with data.
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Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
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Jessica Wheeler, Hulu
Mike Rocco, Hulu
From its origins as a scrappy startup, Hulu soon found itself in a state of transition—with colossal headcount growth each year—creating tremendous hiring needs in locations outside the traditional Silicon Valley hub of innovation. Hulu’s core values were defined alongside an evolution of “what defines hulu” to serve as a road map for a thriving future. Enter Hulu’s Talent and Organization (TAO) team, powered by storytellers, social media managers, sourcing specialists, and data analysts. Together, they drove the creation of the “Powering Play” employer brand and built a longterm foundation for success.
Key highlights:
How to create messaging framework to tell your brand story and generate qualified candidates.
Proven social media tactics that fuel the right candidates in a volume of applicants.
The benefits of building a core recruitment “task force” with the right expertise.
How to scale successfully and keep up with demands of the business.
Earning a best in class reputation that makes your company standout from the competitive landscape.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Microsoft’s transformation through the eyes of talent acquisition | Talent Co...LinkedIn Talent Solutions
Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
GCSE Business Studies presentation which covers market mapping / perceptual mapping / position mapping, together with market segments and gaps in the market.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
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Diversity recruiting continues to be a hot topic and a core piece of a company’s overall talent acquisition and talent management plan. Are you staying in front of current trends and strategies in the ANZ market? Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? Learn how different organisations have found creative, effective ways to build diversity recruiting programs and initiatives.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
How to use recruiter for talent market mapping to identify more right fit can...Caroline McDonald
Studies have shown that having a ready pipeline of top quality candidates can improve quality of hire, time to fill, and in some cases even cut cost per hire. Defining your talent landscape ahead of time and not taking a shotgun approach to candidate sourcing can make or break your ability to attract and ultimately hire the right people in to your business. In these slides, we examine the scenarios in which we can use LinkedIn Recruiter to map the talent market, allowing you to effectively guide your business on hiring strategy and plans with data.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
How to Plan for 2014: The 5 Recruiting Investments You Need to Make | WebcastLinkedIn Talent Solutions
How can you strategize to strengthen your talent brand, knock out the competition, and improve your sourcing? Click through to see five areas that talent acquisition teams should plan and prioritize in 2014.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
We are excited to announce expand’s inaugural talent insight report focused solely on the global Telecommunications sector.
With 15 years’ experience recruiting for service providers and carriers worldwide, we have a wealth of data to share. The first edition reports information on salaries, trends and strategies that will help employers identify the factors which will attract potential employees to their businesses and help to retain them.
How Hulu created an employer brand that helped them scale during hypergrowth ...LinkedIn Talent Solutions
Jessica Wheeler, Hulu
Mike Rocco, Hulu
From its origins as a scrappy startup, Hulu soon found itself in a state of transition—with colossal headcount growth each year—creating tremendous hiring needs in locations outside the traditional Silicon Valley hub of innovation. Hulu’s core values were defined alongside an evolution of “what defines hulu” to serve as a road map for a thriving future. Enter Hulu’s Talent and Organization (TAO) team, powered by storytellers, social media managers, sourcing specialists, and data analysts. Together, they drove the creation of the “Powering Play” employer brand and built a longterm foundation for success.
Key highlights:
How to create messaging framework to tell your brand story and generate qualified candidates.
Proven social media tactics that fuel the right candidates in a volume of applicants.
The benefits of building a core recruitment “task force” with the right expertise.
How to scale successfully and keep up with demands of the business.
Earning a best in class reputation that makes your company standout from the competitive landscape.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
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Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
GCSE Business Studies presentation which covers market mapping / perceptual mapping / position mapping, together with market segments and gaps in the market.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
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Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
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-Brand definition work does not require monetary investment by the part of HR, recruiting, or brand marketing. An EVP can be researched, defined, and disseminated using completely free tools.
-The success of your EVP project can be measured out in the marketplace with candidates and internally with your employees. Doing the work to understand EVP has much broader implications outside of recruiting and can help illuminate the most impactful HR programming your organization should tackle.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Stacy Zapar, Tenfold
Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Booz Allen’s TalentInSight experts have a rich history in serving our clients as an essential partner to innovate around unique challenges, and promote sustainable growth. That’s why we know organizations are not protected by technology alone. A strong cyber workforce is critical to effectively mitigating and responding to the next threat.
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3. Search & Intelligence
Armstrong Craven helps organisations attract global talent by providing
Executive Search and Intelligence services that use the power of information
to deliver business advantage. Our Executive Search services enable clients to
identify, select and secure the best talent for senior management, professional
and technical roles. Meanwhile, Intelligence services give them better understanding
of their markets, allowing them to refine their strategic talent planning and
make better-informed decisions.
Whether we are helping you identify and recruit a new leadership team or
benchmark your competition, we believe in delivering exactly what we promise.
Attention to detail, outstanding research credentials, unrivalled market knowledge
and our sheer enthusiasm for doing a great job have made us a leader in our
field.That’s why Armstrong Craven is the intelligent choice.
4. Executive Search
At Armstrong Craven, we know the best-fit candidate is not always immediately
visible or currently on the market.That’s why we don’t restrict ourselves to
looking in the obvious places. Our background in research gives us a huge
advantage, enabling us to locate and engage individuals who might otherwise
never have been considered.
We are passionate about finding those candidates who are most appropriately
experienced for the role and suited to the culture and expectations of the
hiring organisation.What’s more, we won’t limit our search to one industry
sector or a particular geographical area. Our clients expect no less, because
when you’re hiring key talent, only the best will do.
An intelligent approach Added-value information
Our approach, based on proven research The research-based approach to Executive Search
methodologies, ensures that individuals are gathers a wealth of market and candidate
properly benchmarked against the market, information. Once the search is concluded, this
delivering the highest quality shortlists – quickly information is shared with you, providing a rich
and at considerable cost savings compared to seam of intelligence beyond the point of hire
traditional search methods. and significantly reducing the cost of additional
searches or multiple placements from a readily
We won’t dictate a rigid process either.The total available talent pool.
flexibility of our intelligence-gathering allows
clients to determine the level of support they
need.We can handle the entire process, including Complimentary solutions
full candidate testing and assessment services, Armstrong Craven is part of Work Group, which
or work seamlessly alongside your internal team provides a full range of support for employer
to get the job done. brand communications, internal communications
and recruitment process outsourcing. Working
with Armstrong Craven allows you to support
A team you can trust all your recruitment and retention needs, helping
Our researchers have extensive experience across you find and keep the people you need for
market sectors, internationally and across functions long-term business success.
– from board-level to niche and technical specialist
roles.When sensitive information is hard to obtain
or people are difficult to reach, they will go the
extra mile to get the best outcome for the client.
Our track record for delivering high quality is
outstanding, because our people are not just
first-class, but committed to results.
5. Intelligence
Genuinely-talented people are always in demand. Armstrong Craven provides
Intelligence services that make it easier to find and attract the right people for
your business, as well as providing context for a wide range of human resources
decisions.Whether you intend to hire now or in future, understanding the market
and available talent keeps you one step ahead of the competition in the race to
secure the star performers.
Our deep expertise in talent-related Intelligence allows us to identify and connect
with sources of information and potential candidates far more effectively, even
when seeking rare, elusive or premium talent.
Benchmarking business Understand
Our proven methodologies can equally be applied Many organisations struggle to recruit the right
to market and people intelligence projects that people. More often than not, this is because they
help solve key questions for business managers. are inadequately informed about the talent market.
Revealing what best practice looks like in a Or, it may be due to misperceptions on the part
particular industry, performing due diligence, of potential candidates. Engaging with individuals
benchmarking against competitors, exploring in the talent pool, we develop a clear picture not
diversity – when you need to know how to get only of their location, experience and compensation,
maximum return on talent-related investment, but also of their motivations, aspirations and
Armstrong Craven can provide insights that are requirements. As an employer, this intelligence
unavailable elsewhere. gives you valuable insight into why really strong
candidates might want to join your organisation
and how to go about attracting them.
Locate
The secret of successful search is: knowing where Recruit
to start looking. Armstrong Craven’s team of Now you have a better understanding of the
experts will work with you to fully understand available talent, your recruitment and retention
the skills, experience, personal qualities and strategies will be more effective.You have the
behaviour that are essential for your business to ability to benchmark internal candidates against
succeed.That understanding is used to create a the market.Your recruitment communications
talent map as the basis for confidential networking will strike a chord with the highest calibre
and bespoke research to identify people who fit candidates and Armstrong Craven can assist
your ideal profile. you in securing them while the competition
watches with envy.
6. Retain
Of course, finding and hiring fresh talent are only
the first steps in a long relationship between your
company and a new employee.The next challenge
is motivating and retaining those individuals, making
sure they reach their full potential. We can help
you protect your people investments, advising
on succession planning, employee engagement
and compensation benchmarking.
Building profitable relationships
At Armstrong Craven, we deliver detailed
intelligence about the best talent – including
available and passive candidates –whether local,
national or international. Our transparent approach
makes all the information we gather available to
you, so you can continue to gain value from it
at no extra cost. Many of our clients choose to
use our database as the starting point for a
new talent bank, which becomes a powerful
tool for creating proactive talent management
and recruitment initiatives, with associated cost
savings over time.
We offer completely flexible intelligence services,
allowing clients to define the scope of support
they need. Our highly-skilled researchers are
experts in delivering often complex research
projects, enabling better business decisions
based on facts rather than guesswork.
7. Why Armstrong Craven?
Armstrong Craven provides more than Our industry leadership is down to
candidates; it provides detailed intelligence our passionate attention to detail and
to produce better resourcing outcomes. commitment to understanding the
Our research-led approach benchmarks client’s needs.
candidates – whether internal or external,
active or passive – against the market,
The flexibility of our pricing and delivery
ensuring the highest quality talent pipelines
models means we can tailor our offerings
and shortlists.
to support all or any part of the client’s
Search and Intelligence requirements.
This flexibility facilitates a quicker and
Our experience and scope – sector and
more cost effective service compared to
functional expertise, global reach, delivery
traditional search providers.
track record and ability to obtain sensitive data
– allow us to outperform other providers
in Search and provide unrivalled access to Being part of Work Group allows us to offer
Intelligence about the talent market. comprehensive support for recruitment and
retention, including full candidate assessment,
employer branding, internal communications
We deliver what we promise and more. and recruitment process outsourcing.
Clients own all the data we gather during
an Intelligence or Search project, giving them
ongoing value from the talent pool beyond
the point of hire.
8. If you would like to know more about the intelligence of Armstrong Craven please call 0161 493 1700
or email solutions@armstrongcraven.com
Armstrong Craven are part of Work Group plc.