Why A Quality Focus To Recruitment Makes A Difference

The Situation

One of our key clients is a rapidly growing Spend Management Company that is gaining market share because of the quality of both its product and its people.

It recognises that to attract the best talent and to retain its staff it has to give them exciting career paths, and needs to send a clear message to the market place so that talented individuals understand the opportunities they can provide.

They understand the value that we can bring by acting as their ‘ambassadors’ in the market and the value we add by both Talent Identification and also by how we present a consistent and compelling message about their business.

They have invested considerable time with us to jointly build the relationship so that we fully understand their business and the skills and attributes they require and the kinds of opportunities they offer. They recognise that they need an external partner who can sell their brand and position them well and not just source  CV’s. They need a business that really understands a very competitive candidate marketplace.

How Does This Approach Make A Difference?

For one Senior Consultant role we had two offers rejected – one was very aggressively counter offered by their current employer and the other candidate was offered £10k more basic salary elsewhere.

We realised that market conditions may have changed so we undertook some salary benchmarking research on their behalf.

It is easy and all too common for recruiters to drive salary increases and to claim that a client needs to raise their pay bands – we will always advise a client based on real data so that they can make an informed decision.

In this situation based on our research and a full open discussion with the client they reviewed and raised their basic salaries and with them we refined the message we took to the market – the role has now successfully been filled as a result.

Based on this success this approach was adopted further and we have since successfully filled a number of other roles and have candidates in reserve for future appointments such as:

  • Account Manager
  • Pre- Sales Director
  • Consultant
  • Senior Analyst

We are currently working on four more roles for this client

It is clearly a success story for us and the client. It proves that even when facing incredibly competitive market conditions because we work together and they trust our advice we have some superb recruitment success and have together driven and produced market leading KPI’s

  • Our interview to offer rate this year of 75%.
  • Our interview to appointment rate this year is 50%
  • Our interview to appointment rate since our client realigned their salary bands using our research is 80%

The Lesson Learnt?

If your organisation achieved these levels of performance in your recruitment process how much time and money would be saved?

Yes we usually cost more than those rates typically quoted on many PSL’s but our value and advice on key issues like process, salary, availability of relevant skills and market conditions makes a significant difference to the actual cost.

Equally our expertise is understood and recognised by candidates and this allows us to influence and persuade the best people to consider leaving their current jobs to join a new team when others may not. Detailed sector knowledge is critical, particularly in a job market like procurement technology.

Ultimately to save time and money and to add real value, you must invest time together with a business that knows the market. We seek to understand your recruitment challenges and give credible advice so that we can deliver candidates that fit your brief.

So ask yourself this, do you want a low price/high volume option for your recruitment or do you want value and a source of competitive advantage?

If it’s the latter, I look forward to hearing from you.