Articles Tag: hiring

US Vs Europe Hiring part two – The differences in what candidates look for

Published: By: Andrew Daley

All candidates look for the same things don’t they? The differences in what candidates look for between the US and Europe….

I recently wrote about the hiring differences between the US and Europe that organisations experience but also there are subtle differences in what candidates look for too.

Candidates’ preferences do vary based on individual factors but there are some significant general differences to be aware of which may help you understand the nuances of each market when people are looking for new opportunities 

Continue reading “US Vs Europe Hiring part two – The differences in what candidates look for”

ChatGPT has spoken. Use a specialist recruiter – here’s why.

Published: By: Andrew Daley
I asked ChatGPT what are the “advantages of using a specialist recruiter”.  This is what it told me:

 

Using a specialist recruiter can have several advantages, including:

  1. Access to a larger pool of qualified candidates: Specialist recruiters have a deep understanding of the industries and job roles they specialize in, which enables them to source a larger pool of qualified candidates. They have established networks and connections within the industry, which means they can tap into passive job seekers who may not be actively searching for new opportunities.
  2. Time-saving: A specialist recruiter can save you time by screening candidates, conducting initial interviews, and checking references, which frees up your time to focus on other important tasks.
  3. Expertise in the industry: A specialist recruiter understands the trends, challenges, and opportunities within the industry they specialize in. This knowledge can be valuable in helping you find the right candidate for the job.
  4. Higher quality candidates: A specialist recruiter is more likely to present you with candidates who are the best fit for your company culture and job requirements. They can also provide guidance on the most suitable compensation package and benefits for the candidate.
  5. Reduced time-to-hire: By leveraging their network and expertise, a specialist recruiter can often find qualified candidates faster than a general recruiter. This can help you fill open positions quickly and reduce the time-to-hire.
  6. Better retention rates: A specialist recruiter can help ensure that the candidate you hire is a good fit for your company and job role, which can lead to better retention rates and a lower turnover rate.

Overall, using a specialist recruiter can be a smart investment in your company’s talent acquisition strategy.

So now you know, to reap all these benefits and more (see below), please get in touch with me via andrew@edburydaley.com

 

Interview with Andrew Daley – Latest trends in Digital Procurement & Supply Chain

Published: By: Andrew Daley

Watch this short video interview with one of our founders Andrew Daley where Tony Restell asks him three key questions:

1. In your latest Insider report you talk about it being very difficult for many companies to hire the expertise they need. What are some of the main contributing factors?

2. What are some of the most important trends you’ve seen in the sectors you serve?

3. Are you seeing companies increasingly offering flexible working hours, 4 day weeks and work from home options to entice more professionals to consider joining them?

 

You can download our latest Insider report here: https://edburydaley.com/the-digital-procurement-and-supply-chain-insider/

The problems we solve – Gain a competitive advantage by hiring from your competitors

Published: By: Andrew Daley

The procurement technology market is hugely competitive. Procurement leaders are spoilt for choice when it comes to a range of full suite S2P platforms or the various best of breed solutions. As a solution vendor, how you go to market to achieve a sale and what you deliver to your customer thereafter is, of course, critical to the future of your business.  Do you have the right people in prospect and client facing roles?

Imagine working with a partner who has mapped the entire European market of solution vendors, their partners and customers. One that knows who has the best people, which senior managers are looking to move, what the market is paying for any given skill set and who is receptive to approaches from head hunters like us.

It’s this sort of knowledge that fuels our Talent Intelligence offering and enables our customers to make key hires from their competitors. People who understand the market, the solutions, the customers and the challenges they want to overcome. The sort of people that will make a big impact on your business quickly.

This quote from a long-standing client in ours recent client audit summarises this well: The network or relationships within the space you have and the quality of candidates that are actually pre-qualified and have a demonstrated interest in moving for the right opportunity saved a tremendous amount of time and resources that we don’t have available internally.

The problems we solve – Procurement technology hiring – today and tomorrow

Published: By: Andrew Daley

Are you a senior manager in a solution vendor or consultancy partner with big growth ambitions? Maybe you are a CPO who wants to accelerate your digital transformation?

Either way, you will have a plan to achieve your objectives, right?

Part of that plan will require key people to step up and deliver on the goals you agree with them. Some of them maybe in your team already but what about the ones you haven’t hired yet?  

How detailed, how realistic, how achievable are your hiring plans? Do you know what the market is paying for those skills and what the availability is of the people you want? Do you know how and where you will find them? Have you thought about why they might leave their current job to work for you and your organisation?

Our experience is that the answers to these questions are usually inadequate when subjected to real scrutiny. Companies enter the recruitment market with insufficient or inaccurate information and unrealistic expectations and then wonder why it’s so hard to find the right people.  

The role is then open for longer than expected and this impacts on organisational or departmental performance, expectations aren’t met and targets become more difficult to achieve. Does any of this sound familiar?

Want we see from many organisations with their hiring process reminds us of the old phrase “fail to prepare, prepare to fail!” So why don’t companies engage in research in this area like they do in others? You wouldn’t go into a brand new market without researching it would you? You wouldn’t stand up in front of your leadership team and present brave ambitions without having done your homework beforehand would you? 

So why enter the recruitment market to make key hires without any forward planning?

Our clients using our full service offering make consistently more successful appointments, with shorter hiring timescales than average because they enter the market equipped with up-to-date, sector-specific market intelligence.  

Sometimes this requires just a meeting or phone call to scope out a planned business critical hire. On other occasions, a full research project is needed to support a wider hiring plan. But planning makes all the difference and massively improves the probability of success.

If you want to tap into our expertise, please get in touch.