Your success is our purpose.

The Flow Methodology

The power of your recruitment process depends on its capacity to teach you what works best, while providing top level experience to your candidates.

We can help boost your organisation’s success, through the 100% digital Flow model.

1

Activate

    • Define the process metrics you want to meet, such as the number of days you need to integrate a new employee.

    • Develop your candidate competence/attribute evaluation model for each job offer.

    • Use a visual and mobilising headline.

    • Describe clearly top responsibilities.

    • Highlight the job value proposition.

    • Experiment different versions for the same target.

    • Post jobs on an attractive job site of your own.

    • Announce your job offers on external job boards and social media platforms.

2

Decide

    • Access real time candidate status overview, to support your intervention when needed.

    • Create talent pools, when you find people that don’t match your current organisation’s needs.

    • Evaluate your candidates in collaboration with your colleagues and external HR partners.

    • Support your decision on the outcome of your personalised evaluation model.

    • Schedule interviews using a built-in channel.

    • Inform automatically candidates about their status, step by step.

3

Learn

    • Measure conversion rates to identify and implement process improvement opportunities.

    • Find profile and communication success patterns.

    • Align you communication strategy (content, formats and channels) to discovered profiles.

This fully digital model has three layers which reinforce each other, building a self evolving hiring model.

PROCESS

Defined sequenced stages to manage candidates, with specific activities performed by defined roles, in and outside your organization, with measurable outputs.

TECHNOLOGY

A GDPR proof and user friendly platform - Applicant Tracking System - developed and supported by our technological partner CVWarehouse, centralizes the job offers’ publishing, candidates’ applications and the whole process workflow.

DATA

Collected data about candidates (attributes and performance) and the execution of the different activities within the process, are analyzed and unveil unforeseen patterns and improvement opportunities.

It works for different targets.

Employees

Are you hiring directly for your organization?

Volunteers

Do you need to build a regular network of volunteers?

Business Partners

Does your business model demand finding new business partners?

Why do you need Flow?

Matching people to jobs, more than ever, needs to step up.

The recruitment operation is a key driver of business success.

Having the capacity to implement an in-built “agency” in your own organization - using a push approach and fine tunned metrics - rather than having a traditional corporate recruitment team, or fully outsource it, is the only way to have a predictable and scalable process.

Specially, when the world is changing at a very challenging pace.

Commercial and tourism related jobs, that demand strong relational attributes, struggle in their recruitment efforts, claiming a shortage in the adequate profiles leading to high and early turnover.

Technological evolution and its application across industries is reshaping business models and demanding higher levels of technical skills to perform digital and analytical based activities. At the same time, organisations face the related challenges of talent attraction and their actual workforce up and re-skilling.

  • More prepared young people will be quickly absorbed by this highly competitive labor market, but they are, and will be, far from enough.

  • The demographic landscape is rapidly aging, and by 2050, it is expected that 40% of the population will be over 65 years old.

  • Migration, pushed even further by refugees, has widely increased across the world (in Portugal already represents 10% of the population) expanding the active population base, in volume and diversity.

Meanwhile…

These technological, social and demographic deep changes require us to shift to an experiment-and-learn mindset when targeting and selecting people to match the right opportunities.