Join Sarah as she goes on an epic journey to find new talent to join her fast growing business. See the challenges she faces and how she finds a better way to go about it next time round.

1. Where talent meets opportunity.
Sarah’s story.

2. WARNING!
The following journey is long, frustrating and extremely
time consuming...
To bypass please go to: www.talentbox.me

3. Meet Sarah…
Hi, I’m Sarah the founder of People Power...
Sales are booming and our customers are growing faster than ever!
We are ready to start hiring, but also know we need to stay focused
on keeping our customers happy! Let’s get started…

4. Sarah knows the person she needs...
I know the role I’m after…
but it’s pretty broad and covers a lot…
I probably need to narrow it down a little
1

5. She tells her team…
I have created a brief…
I need to notify my HR person…
(more meetings & email!)

6. They flesh out the details…
Finally we agree on the brief
and the ad is created

7. and start to spread the word…
We advertise the job
on our company
website, LinkedIn
page and other job
sites

8. Her inbox starts to fill up…
I check on a weekly basis if
applications have come
in…looks like there are a few
good ones which I will look at
later…

9. but she needs to better aggregate them…
One week later, I search back
through my inbox to find the
applications, print the CVs, put them
in a pile on my desk and will review
ASAP…

10. before being able to make a quick shortlist…
Finally, I get round to going through
them. I use a quick Yes, No, Maybe
filter - someone else will also look…

11. Now, it’s time to start arranging interviews.
If I have time I send the Nos an
email…the Yes and Maybes I’ll
organise an interview…

12. But her diary is already full enough…
Someone will schedule the
interviews – but it never works out
first time and I have a million other
things I need to get on with…

13. She starts to meet with candidates…
I interview the first
candidates. There were some
good ones, but a lot I wished I
had managed to screen in
advance…

14. and asks her colleagues to do so too…
I need my colleagues to see
the candidates too, but they
are also busy and are
travelling a lot…

15. Now, Sarah aggregates the feedback…
I go through my notes and decide
who to bring in for the next round -
often with someone else’s input.

16. She notifies unsuccessful candidates…
I will notify the unsuccessful
candidates. They have made the
effort to apply and I feel it is right to
at least return the courtesy.

17. But still has a few candidates to chose from
There are a few candidates who are
really impressive…I should interview
them again, but I am swamped with
client meetings this week…

18. She arranges another round of interviews.
I can free up one morning next
week, but will have to fly a couple of
the candidates down to meet with
me and my team.

19. She makes a decision.
There were some great candidates
that I would like to keep in mind for
future roles, but there is a clear
standout…

20. Makes an offer.
I call the standout candidate who
accepts the offer.

21. She notifies the others (again)…
The calibre really was fantastic. I
would like to keep these people in
mind for future roles…

22. Starts to think about more admin…
I need to send through an
employment contract and get other
admin sorted for when they start…

23. Feels relieved, but wished it was easier…
I breathe a sigh of relief...but in the
back of my mind, I know I am going
to have to do it all over again and
SOON…

24. Sarah finds a better way...
I heard about TalentBox from a friend who was
hiring someone in another city, but didn’t have the
time to travel. Since signing up, she’s never looked
back and can get on with what she does best!

25. Where talent meets opportunity.
Join Sarah and Sign Up now @
www.talentbox.me