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Week 1: Role definition
Write the role from what the team it joins says is unowned, unclear and broken, before the advert is written.
People and HR · Facilitator-led
Six rooms from the role to the offer, one process the whole team runs.
A weekly program for recruiters, talent partners and hiring managers, assigned by a head of talent or HR lead, built on Renatus. One multi-respondent assessment, one research report and four simulation rooms · Four weeks, one or two rooms a week · Unlimited attempts · Ongoing thereafter.
4 weeks · 6 rooms · Total time 2 hours 55 min
Sign up to continueRecruiters, talent partners and the hiring managers they support, each on one open or imminent requisition, with a team of at least three the role would join.
A weekly program for recruiters, talent partners and hiring managers, assigned by a head of talent or HR lead, built on Renatus. One multi-respondent assessment, one research report and four simulation rooms · Four weeks, one or two rooms a week · Unlimited attempts · Ongoing thereafter.
The participant, the hiring manager and every member of the team the role joins each answer on their own: their role title, what they understand their role to own, what they understand their role to not own, what they believe their peers own, areas where ownership is unclear, work that gets dropped because no one believes they own it, and handoffs between roles that are breaking.
Set-up: the participant's perspective, which is hiring; the specific job title or role; the industry or sector; the geographic region and the specific countries; the seniority level; the years of experience; and the company size.
Calibration: role title, the stakeholder type and history (peer, senior or partner; friendly, neutral or sceptical), the industry or sector, and a brief description of working context.
Calibration: role title, the interview stage (screening, first round, technical, final round or reference check), the industry or sector, and a brief description of working context.
Calibration: role title, the meeting type (stand-up, decision meeting, strategy session or difficult conversation forum), the industry or sector, and a brief description of working context.
Calibration: role title and seniority, the negotiator level (early career, mid, senior, executive or founder), the industry or sector, and a real upcoming negotiation to mirror: the offer to the preferred candidate for this requisition.
A recruiting team is judged on the hires it makes a year after it makes them, and the decisions that settle each hire are taken early: what the role owns, what it pays, whether the hiring manager accepts the process, what the panel asks, how the debrief decides, and what is said when the candidate counters. This program prepares recruiters and hiring managers to run those steps the same way on every requisition. Ren maps what the team the role joins believes about ownership, researches the pay from named sources, then builds the hiring manager, the candidate, the panel and the offer conversation from each participant's real requisition and plays every person in them, so every scene is new.
Write the role from what the team it joins says is unowned, unclear and broken, before the advert is written.
Set a pay band from named sources, with the confidence of each figure known.
Win the hiring manager's agreement to the role, the band and the process without authority over them
Run the panel debrief to a decision every interviewer's evidence has been heard on