How Do Recruitment Processes Impact On The Battle For Procurement Talent?

How Do Recruitment Processes Impact On The Battle For Procurement Talent?

At Edbury Daley we are instigating some timely new research on the choice of recruitment and selection methods and the impact of those choices on the success rate of a getting  quality recruits in to a hiring business.

As the global economy recovers many companies are pursuing significant growth plans. Often, the key constraining factor is the ability to hire and retain the skills and expertise needed. Employer Branding and Talent Communities are becoming the new parlance of Human Resource Management as bigger corporations embrace the advent of social media to gain an advantage in finding the people they need. This is covered in some detail in a very interesting recent study by Deloitte.

The creation of talent pipelines and new employee engagement techniques are pushing the boundaries of traditional recruitment practice but their success is reliant on the conversion of the initial engagement in to a hire. In other words, they only bring candidates to the start line of the selection process. How a company interacts from this point onwards determines whether the candidate ever crosses the finish line and joins the hiring company.  Our survey is designed to investigate this second stage of recruitment process.

Candidate facing, the questions have been 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.

To complete the survey simply think only of your experiences and responses as a candidate. There are just twelve carefully designed multiple choice questions.

The data gathered will be used to formulate a robust framework for a recruitment process which all corporate organisations can use as a benchmark for best practice. As a participant you will automatically have the chance to win one of three free career consultations with Peter Brophy, a qualified HR professional and one of our Directors.

The survey features twelve multiple choice questions and will only take a short time to complete.  The questions are here:

How Do Recruitment Processes Impact On The Battle For Procurement Talent?

If you are a hiring manager you can request a copy of our analysis by e mailing Andrew Daley at andrew@edburydaley.com

If you would like to discuss any aspect of recruitment best practice, please contact the author of this survey, Simon Edbury via simon@edburydaley.com

 

Q2 2014 Procurement Market Update Featuring The Indirect Spend Index

Q2 2014 Procurement Market Update Featuring The Indirect Spend Index

Our report on the job market conditions for procurement professionals and associated markets in the second quarter of 2014 features some interesting and largely positive developments.  Whether you read this with the mindset of a hiring manager or with an eye on your own career, this analysis provides very informative reading.  Headlines include:

  • We are seeing some classic symptoms of a recovering job market for the procurement profession.
  • Technology remains the most sought after area of indirect spend category expertise.
  • The Spend Management Technology market continues to grow rapidly.
  • Consultancies face challenges around balancing resources.

The full report is available here: Q2 2014 Procurement Market Update Featuring The Indirect Spend Index

 

Case Study – Have you ever recruited in Mexico City before?

Case Study – Have you ever recruited in Mexico City before?

Client: International Banking Group

Position: Category Manager, Latin America region

Background

The client needed to make a vital appointment for a key area of indirect spend as part of their transformation project to develop a truly international procurement capability.

The role had been vacant for several months and was becoming an urgent requirement despite the best efforts of local agencies and the in house recruitment/HR teams.  The UK based hiring manager needed some fresh impetus in the process, ideally in the form of stronger candidates to consider and discussed the problem with us.

Despite us never having worked on roles in Mexico before, we were very confident that we would identify the most relevant candidates in the area quickly based on our previous success in other new locations and the transferability of our core recruitment methods.

Our Approach

Edbury Daley’s Head of Research, Raluca Pirvu ( an experienced international recruiter who is fluent in four languages) then worked closely with Andrew Daley to quickly assess the local talent pool and define a suitable strategy to identify and target the most relevant candidates for the role in question.

Our process included the following tools and techniques:

  • Conducted an initial assessment of the local talent pool using our global database and online research tools.
  • Using our in depth knowledge of the best international sourcing teams, we identified several target organisations to prioritise as part of our research for suitable candidates.
  • We spoke to trusted contacts in our existing network to seek recommendations and local market knowledge. e.g. our contacts in North America recommended current and former colleagues in South America.
  • We researched the cultural differences in the local recruitment market to understand how best to approach the most relevant candidates.
  • We prioritised six stand out candidates and engaged with them via e mail in the first instance due to the time differences.  We also approached four additional candidates with very relevant experience.
  • Any candidates that didn’t respond to our initial communication were followed up within 48 hours and where necessary a third time 48 hours later, resulting in all ten responding to our approaches.
  • Video and telephone interviews were arranged with the best candidates to assess their suitability, affordability and interest in the role.
  • All the relevant information was passed to the UK based hiring manager and local HR teams for them to assess and decide who they wished to prioritise for interviews.
  • We then liased with the clients HR team throughout the recruitment process providing the same level of support that we do with all of our work, in order to maximise the likelihood of the chosen candidate accepting our client’s offer of employment.

The successful candidate is now working her notice period before joining our client and her feedback on the guidance and support we provided to her is the source of great professional pride to our team here.

The key reasons why we have delivered effectively for our client on this and many other similar projects is that we know our markets intimately, we research any new geographical areas thoroughly, and then apply our tried and tested recruitment processes using all of our skill, tenacity and experience.

If you want advice on how best to identify and attract the best international procurement professionals into your team please contact one of our specialist team:

Andrew Daley +44 (0)161 924 2385 andrew@edburydaley.com

Simon Edbury +44 (0)161 924 2384 simon@edburydaly.com

Raluca Pirvu +44 (0)161 924 2387 raluca@edburydaley.com

 

International Appointments – Proven Recruitment Processes Applied Globally

International Appointments – Proven Recruitment Processes Applied Globally

2014 has seen Edbury Daley make senior procurement appointments across the UK, Ireland, Continental Europe and Latin America. Here is how we provide global procurement recruitment solutions from a single UK office:

International database of procurement professionals – working with an existing network of talented, geographically mobile candidates

Leading edge technology – utilising on and offline technology solutions for virtual meetings and video interviewing

Global market knowledge – understanding regional market dynamics, candidate availability and salary expectations

Multi-lingual research capability – communicating with clients and candidates in their native language

As a product of global commercialisation the world gets smaller and major procurement functions increasingly move to international structures. We have adapted our capability to apply our superior level of recruitment consultancy effectively in international markets.

We now have a truly international network which spans all the key business locations in Europe and beyond.  This enables us to consistently outperform local suppliers in cities as diverse as Dublin, Munich and Mexico City. Recent successes include:

  • Appointed the European Procurement Director in Dublin for a Fortune 500 Company based on the East coast of the US
  • Recruited an Albanian national as Global Category Leader based in Switzerland with the hiring manager based in the UK.
  • Identified an excellent short list of Marketing Procurement Specialists in Mexico for a global banking group. Read the case study here.
  • Sourced three Polish nationals for Category Management roles for a British company with offices in Warsaw.

If your procurement function has an international dimension we can ensure you attract the very best procurement people, wherever you need them.

Contact our team for further information:

Andrew Daley +44 (0)161 924 2385 andrew@edburydaley.com

Simon Edbury +44 (0)161 924 2384 simon@edburydaly.com

Raluca Pirvu +44 (0)161 924 2387 raluca@edburydaley.com

Five Advantages Of Using An Experienced Recruitment Consultant

Five Advantages Of Using An Experienced Recruitment Consultant

Recruitment market conditions have materially improved in the past six months in particular.  More companies are hiring and strong candidates have multiple opportunities to consider, so competition for the best people is now fiercer than at any time in the last five years.

In the current climate companies need to understand the market conditions they are facing and how best to be successful in the circumstances.  This is where an experienced high quality recruitment consultant can add real value over the more basic agency service prevalent in many markets.

With this in mind we have highlighted five key areas in the recruitment process where an experienced consultant can be the difference maker in hiring the talent you need.

1. Offers an accurate appraisal of the attractiveness of a new job opportunity 

Will the candidates you want be interested in your job?

Agent: Takes job brief and sends any relevant candidates from the database

Consultant: Advises hiring manager of attractiveness of job vacancy in the context of current market conditions and advises on best sourcing strategy

2. Assesses the availability and cost of suitable talent in the relevant market conditions.

Is the candidate you seek available at the salary budget allocated?

Agent: Sends candidates who are suitable but you cannot afford or vice versa

Consultant: Discusses the potential to flex either the salary or the person spec to get the right blend of cost and skills for your business

3. Helps position your company and opportunity better to the external market

How can you make your job more attractive to the best candidates?

Agent: Accepts the market perception of your company as an employer.

Consultant: Provides accurate feedback from potential candidates and suggests ways to position your company as an attractive employer

4. Creativity – knows where to look for right people, especially for rare skill sets, not just the obvious places.

Where are suitable candidates to be sourced from for difficult to fill positions?

Agent: Searches a database and advertises the position and sends you whoever they have.

Consultant: Suggests less obvious sources of good candidates and uses their network to pursue them on your behalf. Won’t send weaker candidates just for the sake of it.

5. Better conversion rate, candidate management, valuable in these market conditions

How do you get more of your job offers accepted?

Agent: Arranges interviews and hopes that the candidate accepts your job offer

Consultant: Manages candidate and client expectations throughout to maximise likelihood of candidate acceptance