At Counsellor we pride ourselves on offering personalised services. We spend time understanding the needs of our clients and then develop our strategy based on their objectives - our approach allows us to properly plan and achieve the envisaged results, distinguishing ourselves from the typical HR consulting firm.
“Hire Character. Train Skill.”
Talent acquisition is often thought to be a simple, straight-forward process. You advertise a job listing, review resumes, conduct interviews and finally make a decision. But this only scratches the surface of finding the right talent; and the impact of recruiting the wrong person can be enormous.
Our goal isn’t to simply fill your position with someone who ‘ticks the right boxes’. Our objective is to fill your position with exceptionally qualified, top talent who have passed our robust screening processes and meet your specific role and requirements as closely as possible.
Using proven techniques, including behavioural event interviewing, psychometric testing, motivational fit assessment, reference checking and many other assessments, we give you the confidence of knowing that the next person joining your organisation is the best, most-suited person for the job. And we will even undertake the on-boarding and induction processes to make certain your new team member hits the road running.
Explore our automated recruitment process, designed specially to meet your needs quickly and easily.
For Candidates, log into our portal to view current open positions, submit your CV and connect with us.
Human Resource Outsourcing
“You can change the fruit, without changing the root.”
More and more organisations are finding it challenging to manage their HR policies and all that this entails: talent acquisition; defining and aligning employee goals; determining productivity criteria; providing optimal learning and development opportunities; enhancing employee engagement; defining motivational reward systems; handling attrition and conflicts, implementing corporate wellness initiatives and more. It is also crucial that these processes are maintained professionally, transparently, and in full compliance with labour laws.
Leveraging our in-depth knowledge and experience, we can provide you with either selected, highly-specialised services or an all-embracing human resource function outsource service. We will help you overcome the daily struggle and complexities of regulatory compliance in today’s labour regulations and requirements, while at the same time act as the HR Manager who supports and connects with your team, regardless of your industry sector or size and maturity of your organisation.
We work collaboratively with you as a partner, aiming to understand your organisation, its drivers’, its culture and its objectives – customising our services according to your specific needs, particular environment and operating framework, and ultimately delivering effective and sustainable solutions.
Performance and Reward Management
“To handle yourself use your head; to handle others, use your heart.”
Forward-thinking organisations in today’s competitive economy are committed to reward practices which are aligned with personal and corporate performance and the overall goals of the organisation. This has been proven to be a significant factor in attracting, retaining and motivating employees.
Successful performance and reward management helps in attracting result driven professionals who can thrive and succeed in performance-based environments. It is a crucial motivator and is seen to contribute positively to employee productivity – if implemented correctly.
Depending on the style, focus and structure of your organisation, we can devise an effective performance and reward strategy that will deliver the results you want for your business.
There are a number of recognised performance tools that we call upon to deliver the required outcomes. These include:
Key Performance Indicators (KPIs) and Metrics
These provide a way to measure how well an organisation, business unit, project or individual is performing in relation to their strategic goals and objectives.
Alongside KPIs, performance appraisal is probably the most commonly used performance management tool.
360 Degree Feedback
This answers the question, “How well are our people performing in the eyes of those who have a stake in their performance?” Using well known and tested e-tools we can help you answer this question.
Management by Objectives (MBO)
This is the process of defining specific objectives and then setting out how to achieve each individual objective.
Performance Management Frameworks
Balanced Scorecard (BSC) - One of the most influential business ideas ever presented, the BSC has become massively popular.
Reward and Recognition Programmes
Are an important part of any thorough performance management system.
Personal Development Plans (PDPs)
Tailored action plans based on reflection and awareness of an individual’s performance and needs, setting out goals for future performance and actions that will support personal development.
Succession Planning and Family Governance
“The most difficult thing is the decision to act, the rest is merely tenacity.”
For family businesses, as with all corporate organisations, protecting legacies is critical when planning for the future. As family business owners often have their thoughts fixed on the present, planning for a time when your business will be run by someone else is critical, and we help you address this prospect with an effective plan.
This is called succession planning, and failing to do this can create serious problems for a family business. If the owners retire, become incapacitated or die without having a firm succession plan in place, it could lead confusion and in-fighting among the family and loved ones over what will happen with the company. This could both be damaging to the company and create tension and conflict within a family.
Using our extensive experience, we are able to help, guide and advise business owners and their successors on the best strategies to follow to ensure that all parties are protected, the family values are maintained along with the business itself. We will utilise well-known tools especially designed for family businesses, facilitate workshops with all stakeholders to set out and agree upon acceptable outcomes, and can devise and help implement a recommended action plan to ensure a smooth, seamless transition from one generation to the next within the family.
“The deepest need for the human heart is to feel understood”
As experienced and accredited Executive Coaches, we help leaders and their team members form good habits and build on their strengths by being excellent listeners, sounding board, and accountability partners.
We use a wide range of tools and assessments including 360 reviews, Stress Assessment tools and Mayer Briggs (MBTI) to support the coaching process and to give a clear understanding of self to the participant.
Our coaching principles are:
Base coaching on measurable goals – Participants identify specific goals; coaching is not just a conversation.
Share new techniques – Participants will experiment with and practice new behaviors.
Involve Stakeholders – The sponsor, manager, and HR can help identify coaching goals.
Make sure that coaching has a proven return on investment (ROI) – According to research by the International Coach Federation, companies that used professional coaching have seen a median return on their investment of 7 times their initial investment.
“When the trust account is high, communication is easy, instant and effective.”