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The Challenge:
Talent attraction was proving to be a challenge across a selection of key roles for a leading property developer in the UK. They wanted to understand if their salary levels were appropriate to attract candidates with the right experience levels and if there were any additional reward mechanisms expected from the talent pools in order to effectively attract candidates in a competitive market.
The Solution:
Abstract Head of Talent, Emily, undertook thorough market mapping to identify candidates who fit within the role categories the client needed to benchmark, split by region.
Those identified were then engaged to gather a detailed understanding of their role, remuneration, benefits packages, and what they would look for from a new organisation should they consider a move.
This information was then anonymised and compiled into a report highlighting salary levels and reward packages across the various experience levels and regions.
The report also summarised the additional insight gained throughout the process to generate a rounded picture of the candidate market and highlight any changes the client ought to make to effectively compete for talent in those pools.
The Outcome:
Through combining online research and data from conversations, Emily was able to give the client a comprehensive understanding of the reward mechanisms within the identified talent pools, allowing the client to effectively benchmark their salary levels for these pools across various regions.
The research also provided valuable insight into the candidate market, giving the client a clearer understanding of how to attract and retain the talent pools in high demand.
