Healthcare careers in sales, admin, and customer service

We’re talent scouts!

We have used and seen how most recruitment works in London, and we don’t believe in recruiting the traditional way. Unfortunately, not much has changed over the last 40 years since “competency-based” recruiting was introduced. People and companies have moved on, but recruiting hasn’t.

Frustrated with inaccurate predictions over who would excel, and who would flounder, we spent two years creating our unique Talent Lab interactive interview.

Actions speak louder than words

As I grow older I pay less attention to what men say. I just watch what they do. ~Andrew Carnegie

Some people seem to think you can find talented people by analysing words. Whether it’s a CV, phone call, or in-person interview, we think this method of analyzing a person’s potential job performance is absolutely crazy. You must preview a person’s performance rather than talking about it. Otherwise you’re playing the lottery. Sometimes you win and find an “A player”, but 75% of the time you wind up with a “B or C player” that either doesn’t suit their role, doesn’t suit your culture, is unmotivated, underperforms, or eventually leaves to find a better fit elsewhere.

Strengths-based recruiting to dominate by 2020

Experts predict that strengths-based recruiting will dominate within 10 years. Recruiting for strengths is different from traditional competency-based recruitment. Innovative interviewing strategies are used that are not easy for candidates to prepare rote answers for. And, by focusing on what candidates love to do as opposed to what they merely “can do”, we can identify the authentic, energetic candidate that truly suits their new role.

CV’s don’t indicate talent

80% of CV’s are misleading. Talk and CVs alone do not reveal essential people skills or culture fit. Our talent labs reveal passion and energy as well as the skills for the job. While we’d never advise throwing out CV’s entirely, we’ve proven the CV is not the right tool for effective candidate selection. We make sure we’re not basing our hiring decisions on a CV.

A test-drive for job candidates

We test-drive our potential employees in our interactive lab to get a preview of true on the job performance. We hire from a talent pool of candidates that come with a rating for customer likeability and trustability. We preview scores for how well the person we are interviewing actually performed in our comprehensive talent lab role-plays and job scenarios. This expertise helps us make the decision between a merely good candidate and our best-fit candidate.

The Talent Lab interactive interview

Every single potential candidate we invite to the Talent Lab, spends 4 hours with us while we observe, listen, discuss, and evaluate their key strengths. We find out who really wants our job, vs. who just wants any job. We find out who has the innate, natural talent to do the job, and who will be excited on a day-to-day basis because as you know, what we are naturally good at, we enjoy doing. Together with their Talent Lab results, and personalised, in-depth CV reviews, we then create your customized shortlist of 3  finalists and interview them.

The roles we hire for

To date we have successfully found people in

  • telephone sales roles
  • face to face sales roles
  • telephone customer service roles
  • face to face customer service roles


You see, we respect these roles for what they are – they are the ambassadors of our business. When it’s time to put your foot forward, it should really be your best foot, shouldn’t it?

Our candidates enjoy our process because they:

  • find roles they can excel in
  • express their innate strengths
  • feel more confident on the job
  • enjoy their team environment more
  • are more productive at work
  • stay with their employer longer
  • have higher job satisfaction

We like recruiting this way because we can:

  • recruit for culture fit and people skills
  • better prepare candidates for their new role
  • decrease employee turnover
  • create more positive energy and excitement at work
  • increase work quality and overall productivity
  • increase diversity of applicants and recruits
  • increase employee job satisfaction
  • save time by focussing on the right candidates