Why A Quality Focus To Recruitment Makes A Difference
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
- 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.
The UK Spend Management sector is enjoying strong market conditions with several key players experiencing significant growth.
In terms of human resource, there are a finite pool of people with experience in a rapidly growing sector. This equation means there is a shortage of suitable talent that is only going to become more acute as the market continues to grow.
At Edbury Daley we have had a clear focus on the sector for several years now dating back to our first work with an established market leader in 2007. Our network of contacts spans all the key players in the sector and we know where the best people are.
We also know which people might consider new roles, and which organisations are at risk of losing some of their best people due to market factors like salary increases, under investment in the product etc.
In a marketplace which is characterised by this skills shortage, growing organisations need a recruitment strategy that can help give them competitive advantage.
We strongly believe that our portfolio of services can be a major factor in delivering that competitive advantage to the companies that we work closely with.
We offer several different recruitment services for both interim and full time roles, a bespoke salary benchmarking service for the procurement technology market and an advisory service which focuses on improving talent attraction strategies.
If your business needs to address how they hire the best available people, we have the experience and market knowledge to make a difference.
Here are some examples of the appointments we’ve made so far this year in competitive market conditions:
Senior Sales Manager – e marketplace & analytics provider
Managing Consultant, Coupa/Ariba implementations – big four Consultancy
Senior Consultant, SAP Implementation – big four Consultancy
Senior Consultant, P2P Transformation – niche consultancy
Senior Consultant – e Sourcing suite provider
If you would like a more in depth view of the market, whether it be for a discussion about recruiting into your team or with regard to your own personal career choices, please contact Andrew Daley on 0161 924 2385.
Client: International Banking Group
Position: Category Manager, Latin America region
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.
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 email@example.com
Simon Edbury +44 (0)161 924 2384 firstname.lastname@example.org
Raluca Pirvu +44 (0)161 924 2387 email@example.com
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
Earlier this month we published our latest Procurement Market Update where we reported on strong demand for procurement consultancy experience from the big four, the major multi disciplinary practices and established niche players.
The skills in most demand at Senior Consultant and Manager level are those required in major transformation projects, sector specific areas of direct spend and both the implementation and adoption of procurement technology like P2P, spend analytics and strategic sourcing suites.
There are also some excellent opportunities at senior management level including Directorships with Partnership potential for those that can contribute to practice growth through sales, leadership and delivery of procurement led projects.
We are working with some of the best names in each sector of the consultancy market to help them attract the outstanding talent they need to grow their practices in competitive but ultimately very favourable market conditions.
Whilst we are particularly interested in the consultancy expertise outlined below, several of our clients are also interested in outstanding candidates with predominantly industry experience. We’d like to hear from anyone with the following skills:
1. Senior Consultant, Manager and Senior Manager grade
- Specific sector experience in Oil & Gas, Mining, Utilities, Energy, FMCG or Pharmaceuticals
- Public sector transformation projects, mainly central government and MoD
- Procurement Technology – design, implementation, adoption and associated transformation projects.
2. Directors and Practice Leaders
- Candidates with outstanding careers in procurement consulting who offer the full breadth of leadership skills including business development and project leadership and can really contribute to growth of a practice.
Whether you want to work for a big four firm, one of the other major market leaders or a niche specialist we can help you find the consulting career opportunity to suit you. We welcome the opportunity to have confidential discussions with anyone considering their future in this area.
Experienced consultants should contact Andrew Daley via firstname.lastname@example.org or on 0161 924 2385 for a confidential discussion.
If you have a strong track record in the relevant areas of industry outlined above and want to move into consulting please e mail your CV to Raluca Pirvu with a view to arranging an initial discussion with Andrew.