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Video 04 Your client's best people 33 seconds

Here's a simple idea.
Take the top 20% of people in your client's business.

Andrew Banks makes a simple case. Take the top twenty per cent of people in your client's business, understand how they think and how they work, then measure every candidate against that. It beats recruiting against a job description somebody wrote six months ago.

Rather read it? Andrew's words are below ↓

Andrew Banks to camera on benchmarking candidates against a client's top performers
Book a demoSee how it works 

Andrew Banks ran Morgan & Banks and Talent2 for thirty years and is an investor in Compono.

The idea
in one line.

A job description describes a vacancy. Your client's best people show what success looks like there.

Ask this of
your own business.

Three questions to ask of your own agency. If any answer is "not sure", that's the gap Andrew is describing.

01

When was the job description on your current brief last checked against someone who does the job well?

Most briefs describe the vacancy and were written well before you saw them.

02

Can you say what the top fifth of that client's people have in common?

If nobody has named it, you're screening for something you can't describe.

03

Would the client's best people recognise themselves in the brief?

Where they wouldn't is where weak shortlists start.

How Compono answers those questions.

Compono Hire is an applicant tracking system (ATS) that shows who fits. For agencies, a culture match compares every candidate with your client's best people before a resume is screened.

See how it works 

1

Send the client a link

One link, sent by the recruiter on the desk. Nothing to install. The client passes it to their best people.

Answers question 01: the link goes to the people who do the job well, so the brief gets checked against them.

2

Their best people complete a profile

The top performers in that business answer it online in under ten minutes. Back comes a profile the client agrees reads like them.

Answers question 02: the profile shows what they have in common.

3

Every candidate is compared to it

The comparison runs at the top end of the funnel, before a CV is screened, so the shortlist reaches the client with the fit already on it.

Answers question 03: candidates are measured against those people as well as the document.

See a profile of a client's best people.

Tell us which client you would start with and what you hire for them. We will show you what the profile covers and what it costs to run, and we will be straight about where it earns its keep.

  • Fill in the form and pick a time that suits you.
  • A short video call with someone who knows agency recruitment.
  • We show you a culture match on a shortlist, and answer whatever you bring.
  • No deck. If we are not the right fit, we will say so.

See how it works 

Andrew Banks, investor in Compono

Andrew BanksInvestor in Compono. Co-founded Morgan & Banks and Talent2.

Loading the form. If it does not appear, email hello@compono.com.

In Andrew’s words

What Andrew is describing

  • Stop recruiting against a job description somebody wrote six months ago
  • Take the top twenty per cent of people in your client's business and understand what makes them successful
  • Benchmark every candidate against evidence of what success actually looks like in that business
  • If you know what good looks like, you can recruit for it

What Andrew says (full transcript)

Andrew Banks

Andrew BanksCo-founded Morgan & Banks and Talent2

Here's a simple idea. Take the top 20% of people in your client's business. Understand what makes them successful, how they think, how they work, what drives them.

Then benchmark every candidate against that. That's what a Compono culture match does. So instead of recruiting against a job description somebody wrote six months ago, you're recruiting against evidence of what success actually looks like in that business.

If you know what good looks like, you can recruit for it. Compono.

Common questions

Job descriptions describe a vacancy. Top performers describe what success looks like in that business. When you measure every candidate against the people who already do the job well, you are recruiting for the outcome the client actually wants.

Three to five of their best is enough to build a benchmark. More is better, and a whole team gives you the culture map as well, which is where Compono Engage comes in.

A comparison between a candidate and the people who already do well in the client's business. Those people complete a short profile online, and each candidate is measured against it, so the shortlist reflects what success looks like there as well as what the job description asks for.

Up next Video 05 The new recruiter 80 seconds

How do you build trust overnight with a brand new recruiter?

Next, what that benchmark does for the person on your team with the least history: the recruiter three weeks in.

Watch video 05 →See all 6 videos
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