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The Warrior Battlefield

OUR SIGNATURE OFFERINGS

I AM A WARRIOR

  

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TO BE A WARRIOR IS TO LEARN TO BE GENUINE IN EVERY MOMENT OF YOUR LIFE. THE TRUE WARRIOR UNDERSTANDS AND SEIZES THE MOMENT BY GIVING AN EFFORT SO INTENSE AND SO INTUITIVE THAT IT COULD ONLY BE CALLED ONE FROM THE HEART.

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Our services include Executive Search, Scarce Skills search, Permanent and Temporary recruitment, Chairperson and Board Member selection, Disabilities Desk, Interim Management Solutions, Leadership Transitional Coaching, Talent Mapping on critical skills and Psychometric / competency assessments.

"We are passionate about research which helps us to understand the world today, so that we can better predict where it may go tomorrow."

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ENGINEERING, MINING AND CONSTRUCTION

PROCUREMENT, SUPPLY CHAIN, LOGISTICS

Truck and Warehouse
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FINANCE, ACCOUNTING, AUDITING, RISK, LEGAL

HR, SALES, MARKETING, ADMIN, COMPLIANCE

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INFORMATION TECHNOLOGY, TELECOMS

(SPECIALIST DIVISION)

CANDIDATES WITH DISABILITIES

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EXECUTIVE / MANAGEMENT / CHAIRPERSON AND BOARD MEMBER RECRUITMENT

TEMPORARY / CONTRACT AND INTERIM SOLUTIONS AND PLACEMENTS

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LEADERSHIP TRANSITIONAL COACHING​

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We recruit for you high functioning warriors who have the potential to add significant value to your organization. This can sometimes be compromised or delayed by the settling in probationary period. To accelerate delivery or value addition, we have assembled a team of highly experienced individuals from all disciplines. They will work with the manager/executive to unlock effectiveness in no time. Our consultants will be the bridge between you and the candidate.

TALENT MAPPING ON

CRITICAL SKILLS

Talent mapping should form an integral part of a broader talent management strategy, allowing organisations to assess their existing skills and identify those required for the future. Talent mapping is the process of linking talent management with strategic workforce planning, managing the balance between an organisation’s existing supply of high performance and high-potential talent, and the need for different skills and qualities as the business changes.  We can help our clients to develop a succession pool of potential candidates from the industry as well as benchmarking with internal talent. Warrior Talent can do the research and advise the client what the industry offers in terms of availability of skills and capabilities, we assess them in terms of performance and potential and their future ambitions.

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Judgement plays an important role as we ascertain the ability, capacity and potential to deliver now and in the future as well as culture fit requirements. We also provide information on how much talent costs-salaries, qualifications, breakdown in terms of race, gender and geographical location and the general feedback from the market on client. We provide a long list of potential candidates that is constantly updated at client’s request.

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Armed with such knowledge, organisations can begin to put in place measures that should help address any gaps in their employees’ skill-sets, to ensure they are able to develop the people and jobs/roles that will be required in future.  Assessment is of high value to the organisation, not only to help gauge how ready someone is for a particular role, but also to clarify strength and areas for development and culture fit.

PSYCHOMETRIC AND

COMPETENCY ASSESSMENTS

Warrior Talent has a facility to arrange for this service and would, in consultation with you, arrange for these tests to be conducted. We use  Qbit for these assessments; reports and feedback on each candidate are made available to assist in your final decision. Depending on your requirements, the costs are sometimes included in the fees.

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We can offer you a basket of headhunting, psychometric assessments and Leadership Transitional Coaching (LTC) all at a cost to company fee discussed upfront. 

EXECUTIVE SEARCH

METHODOLOGY

Distinct and Systematic Phases to the Process. Successful search is about building connections between leaders with the goal of making organizations stronger and more effective. If you are looking for a handpicked candidate that fits the requirements of your opportunity and shares the ideals of your organisation, Warrior Talent looks forward to working with you.

 

  1. Assessing exactly what your organisation really needs by means of a comprehensive briefing having the full involvement of all the stakeholders. An appreciation of the leadership style and personalities involved will be crucial.  It is essential we fully understand the job and its significance in the overall strategy so that we can represent the company to the greatest possible advantage of potential appointees.

  2. The positions to be advertised externally in the Sunday Times, City Press, LinkedIn and executive search to be done by Warrior Talent.

  3. The third phase relates to the in-depth intelligence gathering and the research of potential prospects, identifying and sourcing of potential appointees.This process runs parallel to the advert. Our dedicated Researchers will scan all relevant industries for suitable candidates and research reports are compiled in the process. Short listing on paper will be done as we receive applications from candidates.

  4. Received CVs of people who applied are captured, qualifications (if requested), work experience, race, gender and nationality. The candidates are categorised according to relevance to the skills requirement of the job opportunity, with group A, having those that match the profile, B, those who partly meet the requirement and C, not suitable applicants.

  5. Warrior Talent will discuss long lists/shortlist on paper with your executives. It is in this meeting where all suitable applicants on paper are scrutinised and an agreement is reached about which candidates should go to the next round.

  6. The interviewing of potential appointees begins, which in the case of Warrior Talent is sensitively and discreetly developed. Judgement and Evaluation plays a critical role during this phase, a cornerstone of our approach being thoroughness to ensure accurate and objective assessment.

  7. Confidential profiles 5 (five) are submitted which embrace every important factor on valid qualified persons recommended for consideration. Integrity checks (qualification and credit),  Criminal and Reference checks  (two per candidate) are submitted for the final five candidates.

  8. The final phase is appointment process: identification, negotiation, offer presentation and appointment. We play a facilitating role around all negotiations, resulting in mutual benefit.

S.T.A.R  BEHAVIOURAL

INTERVIEW TECHNIQUE

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We have adopted the S.T.A.R behavioural interview technique that was developed by LinkedIn.

 

Great organizations are built on people. People with the right skills, experience and have potential to do great things in the role, the team and in the company. Behavioral interview questions are a proven way to reveal a person’s potential, specifically their ability to:

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  • Adapt/Agility

  • Grow (In the role, In the organization, Grow people, Transform the Organisation)

  • Collaborate

  • Prioritize

  • Strategically Lead (Foresight, Insight, Decisiveness, Leading with Impact and Drive Implementation (focus teams, resource allocation))

  • Strengthen company culture (Culture add)

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(Judgment plays a critical role). We use the S.T.A.R. system: As the candidate answers each question, we make sure they describe the Situation, Task, Action, and Result.

SOURCING FORMIDABLE TALENT

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At Warrior Talent, it’s our practice to recommend to you the highest quality candidates, not the largest quantity.

 

We make sure you get the best of the best. We thrive on understanding the entire client business model and the technology aspect of the overall business, and the culture of the business.

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