ROC by CareerVive:
Recruitment as we know it continues to be transactional, with external recruitment agencies delivering fee-based services to businesses looking to fill resource gaps.
But what happens once the gap has been filled, and the money has changed hands?
Crickets. That’s what.
Where’s your recruiter when your new starter becomes your latest leaver just outside of the rebate window?
(It’s alright. We know that one stings.)
To cut the jargon, we’re really good at making sure your processes do what they’re supposed to do so that your people can do what they need to do. Recruitment within SMEs often falls with inexperienced or otherwise skilled managers who:
ROC eliminates those risks, removing any room for productivity leaks and skills gaps, driving focus and accountability within the DNA of your hiring.
Oh, and those lump sum fees you pay for traditional recruitment? We don’t do that here.
The ROC Model
Recruit.
Recruitment starts on day one of a company’s inception – and we need to start treating it that way.
Onboard.
We design onboarding programs that create clarity, productivity and belonging from day one.
Coach.
Coaching isn’t an add-on; it’s the bridge between onboarding and long-term performance.
Nearly 40% of companies admit to hiring someone they might have otherwise overlooked, just to fill an open role.
Recruit.
Recruitment starts on day one of a company’s inception – and we need to start treating it that way.
Hiring in an SME is far more complex than hiring in a global, blue-chip. The cross-functional nature of some roles, dotted reporting lines and ever-changing priorities means that hiring often becomes reactive and disjointed, rather than strategic and considered.
The process starts way before any job advert goes out into the market. In fact, it starts long before someone pokes their head up from behind a desk and says “Hey, we could do with an extra pair of hands over here!”.
If you go shopping when you’re hungry, you’re going to make poor food choices. It’s the same concept for recruiting when you’re desperate for resource. If you don’t have all the right tools to cook a nutritious healthy meal – or the right processes to hire with efficacy – you’re going to reach for the closest available (often substandard) option to fill a gap.
Too often, people leave jobs because jobs are mis-sold to them (something else we just don’t do here). You can’t onboard effectively without strong processes – and you can’t run great processes without great people. ROC is where the two meet.
ROC tracks performance indicators like:
With your input and guidance, we’ll thoughtfully develop skills and scoring matrixes to ensure that the people we put in front of you are the people that are going to help grow your business.
We don’t like the term “culture fit” because that stinks of affinity bias if you ask us, but we do want to look at a mission, vision and values fit to get it right first time – and make sure we’re only having to fill this role once.
89% of employees believe that a well-executed onboarding process greatly contributes to their level of engagement at work.
Onboard.
Recruitment doesn’t end at the offer letter. We design onboarding programs that go deeper than logistics, creating clarity, productivity and belonging from day one.
In an SME, effective onboarding can lose the priority fight against direct revenue-generating activities. “Get people in and get them in quick!”. But at what cost?
No one wants to do the same work twice and SMEs can’t afford to. Which is why we care as much about the bit that comes after the recruitment as we do about the initial placement.
Yet this part of the recruitment process continues to be the Achilles’ heel for even the most sought after organisations.
So, what are we doing about it?
Our onboarding experience, coproduced with your hiring managers and HR team, focuses on:
94% of people say they would stay longer at a company that invested in their learning and development. So why not start on day one?
Coach.
Great hires add value – but only if they stay and succeed. Coaching isn’t an add-on; it’s the bridge between onboarding and long-term performance.
The first six months after someone starts a new job is crucial: it’s where retention is earned, purpose becomes performance, and high-potential hires become high-impact contributors.
Through our built-in coaching programme, we provide structured, practical support, tailored to individual learning styles, team dynamics and leadership expectations.
Whether you like it or not (you will!), we’re in it for the long haul. We’ll be there every step of the way as you continue to grow.
The final part of the ROC model ensures ongoing integration and continuous professional development for your new hire, while affording your managers the opportunity to receive real time feedback and fight fires as they start burning.
No one wants to complain about their new boss to their new boss. That’s where we come in.
L&D plans – if they exist at all – are more than a tick box exercise. And coaching shouldn’t be a luxury, limited to only those who have the financial means to invest in the softer side of their development.
We’ll help you start as you mean to go on, continuing to build out on the HR and people processes you already have in place.
Those lump sum fees you pay for traditional recruitment? We don’t do that here.
Cost
Transactional recruitment has long caused cashflow problems for SMEs.
High fees, paid in one go, with little-to-no accountability from the recruiter if the hire doesn’t work out. Out of sight, out of mind – and out of rebate.
Our onboarding and coaching is built into the all-encompassing ROC subscription cost. No hidden fees. No upfront lump sum payment. Just real value delivered month-in, month-out.
The cost of your hire is split over six equal monthly instalments. Meaning we’re as much in the loop – and responsible – for your new hire working out as you are.
The investment you make is reinvested into performance, supporting onboarding and coaching for a strategic people and process partnership that stands the test of time.
Without ROC, you risk:
From hire to high performance, we track what matters: time-to-productivity, retention, role-based success, engagement scores and manager fit. Every part of ROC is measurable, actionable, and linked to outcomes.
Tried and tested.
Tried and tested.
Tried and tested – again and again.
CareerVive’s ROC model is the ultimate solution for SMEs looking to implement strategic, consistent and effective hiring processes, with a measurable ROI and a sustainable and retainable workforce.
Recruit. Onboard. Coach.