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How TalentSling plans your hiring

TalentSling works through your hiring the way a careful researcher would: the company first, then the roles, then the people and places that can fill them. Here’s each step, and what you get.

Six steps from a company name to a hiring plan

  1. The audit

    Your website, job listings, company register entry and news, turned into a profile and a state of play.

  2. The plan

    The roles you need now and over five years, with the reason and the evidence for each.

  3. Your check

    A pause to correct the profile and choose the roles. Or let it run on autopilot.

  4. The local landscape

    Colleges, universities, training and apprenticeship providers, professional bodies and public employment services near you.

  5. A pack per role

    Who to look for, where they are, routes in and where to advertise, on one page.

  6. The hiring plan

    What to do first, relationships worth building, training gaps, an advertising playbook and risks.

1. The audit: your company, as the web sees it

TalentSling reads your website and careers pages, your job listings, your entry in the official company register and recent news. From them it builds a profile (what you do, how big you are, where you are) and a state of play: strengths, challenges, current hiring, growth signals, risks, and anything it couldn’t confirm.

Every fact links to the page it came from, so you can see why it thinks what it thinks.

2. The plan: the roles you need, over five years

From the audit it works out the roles you’re likely to need: the ones you’re advertising now, gaps in the team, roles your growth plans will need, and roles that changes in your sector, technology or regulation will create.

  • Each role placed on a horizon: hire now, the next 12 months, one to two years, or three to five years
  • Its priority and how many people
  • Why it’s needed, and the evidence

3. Your check, before it builds anything

By default, TalentSling stops after the plan so you can check it. You know your company better than the web does:

  • correct the profile, and tell it anything it got wrong
  • rename roles and change how many people you need
  • untick roles you don’t want packs for, and add roles it missed
  • if it found the wrong company, redo the audit with your corrections

Your corrections are passed to every later step, and they win over what the web says. If you’d rather not stop, choose to run the whole thing: it picks the most urgent of the roles it recommends and carries on.

4. The local landscape: who trains these people near you

TalentSling maps the organisations within travelling distance that train or supply the people you need: colleges, universities, schools, training and apprenticeship providers, professional bodies, public employment services and community organisations. For each, what it offers, how far away it is, and how employers reach it, along with funded programmes you can use.

An organisation is marked Source checked when the research read its website, and Check first when it didn’t. Email addresses and phone numbers are shown only when they came from the organisation’s own site. A contact that might have been made up is never shown as one to use.

5. A hiring pack for every role, on one page

Each role is researched on its own, and every pack downloads as a one-page A4 PDF to hand to the hiring manager. All your packs download together, behind a cover page with the hiring plan.

  • The ideal candidate, by skills and behaviours, with what to test at interview
  • Qualifications and their levels, compliance and checks
  • Local sources, with contacts from their own sites
  • Routes in: apprenticeships, career changers, returners and growing your own
  • Where and how to advertise, and gaps in local training

6. The hiring plan

Finally, TalentSling brings it together for the whole company: what to do first and why, the relationships worth building (such as a college whose learners could become your next team), gaps in local training and what you could do about them, other ways to find people, an advertising playbook with the channels and the times of year that work, and the risks to plan for.

After the first run

The first run is only the start. Whenever you need to:

  • Add a role when a need comes up: one the plan suggested, or your own, with a note about what you need.
  • Refresh a role when its pack is getting old or something has changed. It’s researched again from today’s sources.
  • Remove a role you no longer need.
  • Refresh the company after a big change, such as a new site, a merger or a new plan. The audit and the role plan are redone, and every role that already has a pack stays.

The watch: what’s changing around you

On a schedule, TalentSling checks for changes that affect your hiring: your own job adverts and news, competitors and local employers hiring, opening or closing, new courses and apprenticeships nearby, funding, pay and the law. It follows the topics your audit suggested and any your team adds.

Each finding becomes an update with how much it matters, where it came from and a suggested action, such as adding a role, refreshing one or refreshing the company. Act on it in a click, or dismiss it. When a check finds something that matters, everyone in your team with TalentSling gets an email.

How often it may check depends on your plan: monthly on Starter, fortnightly on Growth and weekly on Scale.

Fair hiring, built in

Candidate profiles describe only the skills, experience, qualifications and behaviours a job needs, never personal characteristics such as age, sex, race, religion or disability. Routes such as returners, career changers or people leaving the armed forces are suggested to widen your pool, never to narrow it.

TalentSling suggests where and how to hire. It doesn’t guarantee a hire, and the compliance and checks in each pack are general information, not legal advice. For the full detail of each screen, see the help in the app.

Frequently asked questions

How long does it take?

The audit usually takes a few minutes, and the packs for a typical company ten to twenty. It all runs on TalentSling’s servers, so you can close the page while it works and come back to the results.

What if it finds the wrong company, or gets something wrong?

That’s what the pause is for. After the audit you can correct the profile, rename roles, change how many people you need, untick roles and add any it missed. If it found the wrong company, redo the audit with your corrections. Your corrections are passed to every later step and win over what the web says.

Can it run without stopping?

Yes. Choose to run the whole thing and it skips the pause, picking the most urgent of the roles it recommends itself. You can add, refresh or remove roles afterwards.

How accurate is it?

It’s careful, and it can still be wrong. Facts link to the page they came from, organisations are marked as checked only when the research read their site, and contact details are shown only when they came from the organisation’s own site. Pay figures are estimates from published sources, and legal requirements are general information, not legal advice. Check what matters before you rely on it.

What does the watch look for?

Changes that affect your hiring: your own job adverts and news, competitors and local employers hiring, opening or closing, new courses and apprenticeships nearby, funding, pay, and changes in the law that affect your roles. It follows the topics your audit suggested, and the owner or an admin can add more or switch any off.

Who in my team can do what?

The owner and admins set up and refresh the company, manage the plan, and invite people, choosing whether each gets TalentSling, LegalSling or both. Members can read and download everything, add, refresh and remove roles, and check for updates.

Pay experts for judgement, not legwork

TalentSling does the research behind every hire: who you need, where people like that are trained near you, and how to reach them. Create an account and choose a plan, or see it on your own company first.

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