Articles

Confessions of a procurement recruitment specialist

Blog - Keyboard Edbury Daley

Back in 2014 Peter Brophy worked with Peter Smith and Nancy Clinton at SpendMatters.com on a two-part piece on best practice in recruitment with particular emphasis on the procurement market. It may be some time since it was written but it still makes fascinating reading.

Read more at: Spend Matters UK/Europe – part 1

Read more at: Spend Matters UK/Europe – part 2

Edbury Daley launches new Spend Management website

Blog - New Spend Management website

Edbury Daley is considered by many to be the leading specialist recruiter in the Spend Management sector. We have a long established presence in the UK market along with significant experience of recruiting on behalf of our clients across Europe, the US and Asia.

Our new website is designed to offer everything you need to know about the sector, whether it be as a hiring manager or with the emphasis on your own future career options.

We cover the latest industry news and jobs along with helpful advice on recruiting and looking for new career opportunities.

You can take a look at the new site here.

Recent successes in procurement technology

Blog - Recent successes in procurement technology

Edbury Daley is Europe’s leading specialist recruiter in procurement technology. If your business offers or uses spend management software anywhere in Europe we can help you.

We help our clients hire quality people to achieve their objectives faster.  We know the market intimately and understand the value of experience in this sector.

Some of the recent appointments we’ve made are listed below.  If you need to make similar hires then it’s time to talk to us.

The UK

Global Customer Engagement Executive – procurement technology best practice

Value Engineering Director – procurement technology-led transformation projects

UK Sales Director – market leading procurement solutions provider

Senior Pre-Sales Consultant – mid-tier spend management solutions provider

Customer Success Manager – supplier information management

Corporate Appointments

Procurement Data Lead

Head of P2P Transformation

Interim Program Manager – P2P transformation

Interim Spend Analysis Consultant

Europe

Value Engineering Directors – Spain, Italy, France & Netherlands

Country Sales Directors – Spain & France

Implementation Consultant – France

Other Regions

Senior Project Manager – South Africa

Value Engineering Director – Emirates

Current Work In Progress

European Business Development Director – procurement tech

Head of UK Sales – niche spend management platform

Implementation Project Manager – contract management solution

Sales Director France – procurement technology

Account Executive France – P2P solutions

Account Executive Nordics – spend management solutions

Value Realisation Director – procurement tech

Customer Engagement Manager – procurement solutions

Coupa & Ariba Transformation Consultants – leading consultancy

If you would like to understand more about how we make these appointments please contact Andrew Daley via andrew@edburydaley.com or Peter Brophy via peter@edburydaley.com

Andrew can also be contacted on +44 (0)7711 715258

Are poor recruitment processes holding you back?

Blog - Are poor recruitment processes holding you back

Many companies are pursuing significant growth plans involving greater headcount, but often the key constraining factor is the ability to hire and retain the skills and expertise needed.

How does your firm maximise your chances of recruiting the right person in a candidate scarce market?

To answer this question Edbury Daley has conducted some insightful research on the choice and implementation of recruitment and selection methods.

We have tested the impact of those choices on the success rate of a getting a quality candidate into the hiring business. Or to put it another way, is the selection process attracting or discouraging a potential employee?

The creation of talent pipelines and new employee engagement techniques are pushing the boundaries of traditional recruitment practice. The benefit of these methods is contingent on the conversion of the initial engagement into a hire.

They bring candidates to the start line of the interview, assessment and offer process. How a company interacts with the candidate from this point onwards determines whether they cross the finish line and join the hiring company.

Our survey has been designed to investigate this second stage of the recruitment process and provide data companies can use to improve their recruitment success rate.
Candidate facing, the questions were written to test attitudes and experience towards the mechanics of a typical corporate recruitment process. With companies investing heavily in cutting-edge talent attraction strategies, this survey is about what happens next; how candidates respond to companies’ selection procedures.

The data gathered can be used to formulate a robust framework for a recruitment process which all organisations can use to maximise their conversion of initial candidate interest into a high performing employee.

We hope you find it helpful!

Click Here To Download The Full Report

Case Study: Interim Management

The Brief

A niche procurement consultancy specialising in Category Management was working with a manufacturing client to affect a major transformation process in how it approached its indirect spend.  They needed experienced interim procurement professionals capable of engaging key stakeholders in important categories. Having worked with Edbury Daley in similar circumstances before, the consultancy recommended us to their client.

The Challenge

The company had a limited budget but needed to hire quality people on day rates to get the requisite experience into the business quickly. The company was based in a location that wasn’t known for the depth of local procurement talent and there was pressure to deliver savings and process improvements quickly. Added to this was the interim market was busy at the time meaning there wasn’t a lot of spare capacity.

The Solution

Edbury Daley utilised all their recruitment methods and sources to find suitable people who were available quickly. This included proven interim professionals used on previous projects and new candidates sourced through seeking recommendations from trusted network sources. In addition, new candidates sourced via online advertising campaigns were quickly and thoroughly vetted by Edbury Daley’s consultants and shortlisted appropriately.

The Result

Six interim professionals were hired in less than a month, all of them individually interviewed by Edbury Daley and the client to ensure they were of the desired standard.

The BIG Debate: The future of procurement skills

Blog - Keyboard Procurement Technology

In each of our last four reports on the state of the procurement and spend management job markets we’ve commented on the skills shortages that exist within the profession.

Many others have conducted research or written their own thoughts on how the procurement profession is adapting to change.  There are links to several interesting articles below.

We believe the issue is becoming increasingly acute as the power and capability of the various procurement technology solutions available increases apace.  That topic is particularly well covered in this research – The CPO Survey 2017.

Here are some further opinions worth considering:

Predicting the Future with Procurement – Conclusion of the CPO Survey 2017

The Future Of Procurement Is Connected

Breadth, Depth, and Reach: Preparing Your Procurement for the Digital Age

The Rise of AI in Procurement: Separating Hype from Reality

Is Procurement Equipped To Deal With This Economic Uncertainty

Case Study: Talent Mapping

The Client

An international multi disciplinary consultancy looking to build on its growing presence in the UK procurement and supply chain sector.

The Challenge

Their limited track record in the sector gave them a relatively low profile as a potential employer so they were struggling to hire specific skill sets, particularly in competition with established major players players. A shortage of available talent in procurement and supply chain consulting generally and market conditions meant that the market rate was out of kilter with their existing salary bands.

We recommended a detailed Talent Mapping exercise because it offered the following:

  • Thorough audit of the relevant market
  • Detailed analysis of all competitors
  • Accurate up to date evidence of what the market rate for various skill sets was
  • It enabled us to begin a marketing awareness campaign amongst the relevant talent pool

How Did It Solve The Problems?

The mapping exercise enabled us to identify ‘value’ in the market and focus on affordable candidates. We acted at the ‘front line’ for selling careers with our client making them a more desirable employer and this helped develop a clear Talent Attraction strategy to suit prevailing  market conditions. We also identified alternative talent pools through detailed research.

Results

Ultimately the process enabled us to create a Talent Pipeline of candidates for interview over three months as the client looked to hire several people in response to a number of new client projects. By providing accurate evidence of market rate salaries, the client was able to adapt its current grades and make a more informed choice on whether candidates were worth their salary expectations.

They interviewed candidates from more established players in the market who might not have previously considered our client as a potential employer and hired all the people they needed and have a clear idea of who they might consider for their future.

Summary

Talent Mapping and Pipelining are not necessarily new concepts in recruitment, however many companies have previously found them to be a disappointment as recruiters have often oversold and under delivered to HR and line managers. We have worked closely with a handful of valued clients to develop our offering in this area. By only working in the markets we know intimately and constantly refining our techniques we have been able to make a real difference for our clients.

New research: the things our clients say about us

Blog - Keyboard Edbury Daley

In our recent client survey we asked our regular customers to “summarise your thoughts on recruiters generally and how your experience with Edbury Daley compares to your other, existing or previous suppliers.”

Here’s what they said:

“You provide a much more personal service and leverage insight to help our choices”

I feel that Edbury Daley are a trusted advisor. I generally don’t like other recruitment agencies”

“I find Andrew (Daley) personal, trustworthy and honest. I feel like his industry expertise sets him apart from his competitors in that I trust that he knows the kind of skills we are looking for, and the kind of candidates that would be a good fit for our business”

“Edbury Daley come across a smaller more personal resource”

My experience of Peter Brophy and Edbury Daley has been exceptional.  The company demonstrates professionalism and knowledge of the industry with matching right candidate(s). Throughout the process; from initial contact to successful placement, they helped me to gain insight of candidates and I found them easy to chat with; highly recommended!”

“A really down to earth but clever person to deal with is Andrew. Shows a passion for understanding our business and getting the right fit candidates for it”

“It is the trust and honesty that Andrew has given and shown me that means I don’t have to engage with other recruiters.”

 

Case Study: Contingency Search

blog-pic-contingency-search

Years of making business critical appointments for his clients has given Andrew Daley the experience, knowledge and network required to fill roles that other recruiters aren’t able to. There are a wide range of things that he does that make the difference for both recruiting companies and experienced professionals who seek his guidance when looking for their next career opportunity.

Here’s a simple but powerful example.

Andrew was invited by one of his customers to attend an industry event late in 2016 as a thank you for his contribution to their hiring efforts throughout that year. He was sat with a number of their customers, many of whom he had never met, and spent much of the evening answering their questions about hiring people and how to look for that next career opportunity.

Roughly six months later Andrew was contacted by one of the people he met that night. This person had decided to look for a new role and wanted some guidance on how to find a suitably attractive opportunity.

This person had a relatively rare skill set centred around maximising the use of spend management technology for a FTSE 100 business in areas like eProcurement, spend analytics and P2P. The issue he faced was that so few organisations were hiring for the exact skill set he offered, and he wasn’t sure if he would be able to make the transition to consulting or working in a client facing role for a solution provider.

Over the course of the next few months Andrew spoke to several organisations about this person. A lot of organisations said they would love to hire this skill set, but weren’t at a stage where they were advanced enough in their use of procurement technology to justify it.

Throughout this period Andrew kept in regular contact with the job seeker, updating them on what was going on in the market and discussing possible solutions to his desire to advance his career.

Late in 2017 a major procurement technology provider contacted Andrew with a challenging brief. They wanted to make two important hires into their customer success team. Critical factors for these appointments were the need to have experience of developing best practice in the use of procurement technology. They wanted to put people in front of their customers who could say: “I’ve been where you are, I understand where you want to get to, the challenges you will face, the business transformation required to achieve your objectives.”

Andrew’s first call about this role was to the aforementioned candidate because he immediately knew that person had the requisite skill set and would jump at the chance to go for this role.

The candidate is about to join the client – both parties are very happy with the outcome. The second role has also been filled with another person offering similar skills that the Edbury Daley team found through researching the appropriate talent pool.

What does this tell you about how Edbury Daley operates?

  • We network extensively across our target markets
  • We communicate regularly and effectively across our network to maintain a strong reputation
  • We build excellent working relationships, trust and confidence with key people
  • We’re able to find rare skill sets for our clients quickly and accurately
  • We put high quality, relevant people in front of our clients