The Client – An international multi disciplinary consultancy looking to build on its growing presence in the UK procurement and supply chain sector.
The Challenges They Faced:
Their limited track record in the sector gave them a relatively low profile as a potential employer
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
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?
Enabled us to identify “value” in the market and focus on affordable candidates
We acted as front line for selling careers with our client making them a more desirable employer
It helped develop a clear Talent Attraction strategy to suit prevailing market conditions
We also identified alternative talent pools through detailed research
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.
They hired all the people they need for the first half of 2015 and have a clear idea of who they might consider later in the year.
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.
Our detailed proposal explains in detail how and why our service is different. It is only available upon request largely because we don’t want to share our intellectual property with our competitors.
Please contact Andrew Daley for more details.
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.
Client brief & Objective
We were engaged by the HR Director of a Fortune 500 organisation to help them identify an outstanding candidate for their newly created European Supply Chain Director position.
The challenge was that the position could be based in any one of five countries in Europe necessitating a broad geographical Search and potentially time consuming candidate and identification selection process.
Our Methodology And Solution
The client detailed their criteria, objectives, timescales for the position and we gave our advice on a suitable process by identifying:
- the recruitment market conditions for the desired skill set
- salary differentials across the five possible locations.
We then designed and proposed a solution to meet their specific criteria which had the following key activities to produce an initial long list of candidates
- Searching our existing database of procurement and supply chain professionals
- Networking across a wide range of contacts in each of the local markets where this person could be based: France, Denmark, UK, Italy or Germany
- Use of online research tools to research specific target organisations
After the initial screening the best candidates were then to use an online video interviewing tool to record their answer to the same standard questions. These question were agreed between ourselves and the client in advance.
Their responses were then used to jointly create a shortlist for face to face interviews with the European VP and HR Director.
These have proved to be excellent for sifting when undertaking senior leadership appointments and are particularly effective for international appointments across different locations as it significantly reduces the time and expense required and actually increases candidate engagement with the process.
Eight candidates recorded video interviews, five of which were invited for face to face interviews in the UK.
After face to face interviews with the European MD and HR Directors, the chosen candidate was offered the role and accepted despite a strong counter offer due to the relationship that had been built.
The process was a great success and took up far less senior management time than the client had anticipated.
Our client had never used video interview facilities in this way before, but they will do so again in the future.
The Key Benefits For Our Client
- This project was delivered on an exclusive contingency basis, de-risking it for our client
- Approximately 10 hours interviewing time was saved plus associated travelling time & costs for the two senior executives.
- Three candidates were ruled out upfront by the video interviews
- This equates to 16 flights across Europe costing roughly £5000
- We used several different candidate sourcing processes to maximise interest in the role across Europe resulting in an outstanding shortlist (see client comments below)
Here’s the note sent to Andrew Daley by the HR Director upon completion of the process:
Just a last note to say a big thank you for your support.
XXXX (the European MD) and I were really impressed by your responsiveness, the calibre of the shortlist and of course the result.
Case Study – Adapting To Competitive Market Conditions
A rapidly growing spend management platform provider needed to make a key appointment. They ideally wanted to identify a candidate with experience from a direct competitor that could fit seamlessly into client facing projects.
In a market where those skills were particularly rare, we identified an outstanding candidate who met all the core criteria. After reviewing our findings on recruitment best practice, the client ran an excellent interview process, and the candidate accepted an offer at the perceived market rate. However the candidate was then made a very aggressive counter offer when he resigned which increased his basic salary by 32%. The candidate then decided to stay with his current employer.
We then focused on a second candidate that we had identified earlier in the process. He was offered a salary at the very top of our clients band for that grade. However he was made another offer by a Consultancy which was worth 15% more on the basic salary alone and accepted that.
At this point our client realised that the market had moved on from their existing salary bands and they needed accurate, up to date salary benchmarking data for their specific market sector.
Within 10 days we were able to gather salary data from their direct competitors and make our recommendations on the market rate for their various different grades. Using this hard evidence HR and the senior management team were then able to revise their salary bandings across all grades giving them more flexibility to recruit external talent without creating pressure on their existing internal structures.
This client’s ability to adapt to changing market conditions has now enabled them to compete successfully for the best talent in the market. As a result the role has now been filled with a very strong candidate that we sourced from a direct competitor.
We’ve also been able to recruit for additional roles for this client at the lower and mid points of their salary bands by tapping into an alternative talent pool that we discovered through extensive networking across the sector.
If you would like to understand how Edbury Daley can have a positive impact on your hiring process in challenging market conditions, please contact Andrew Daley.
For more information on the Spend Management market place, please visit our new site http://www.spendmanagement.co.uk/
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.
Why did our client need us?
They are a niche middle tier procurement consultancy requiring a very high calibre board level appointment to drive forward their business development activities. The position is critical to enable the business to move on the next stage in their growth plan. Good wasn’t good enough, the business needed an outstanding candidate
How did we approach the assignment?
To ensure a very high quality shortlist we needed to make sure the best talent wasn’t overlooked so we compiled an extensive long list of competitor companies.
Using our comprehensive market knowledge we identified over 20 relevant organisations where the strongest candidates were likely to be found within 24 hours of campaign sign off.
We then used our network and outstanding research capability to identify and assess the most relevant people in each of those organisations.
In a particularly competitive sector, we needed to make sure we sold the opportunity to the strongest candidates so we met each of the key decision makers in the business to cover every detail ranging from culture fit to the key factors required to attract the best available talent.
Time was of the essence as the client was eager to appoint to help move the business forward. Our specialist procurement knowledge enabled us to get the client from sign off to shortlist in 23 working days by getting quickly to the relevant candidate pool.
What was the outcome?
Initial shortlist interviews were successful producing the desired number of candidates (2) for 2nd interview stage. The overall quality of the shortlist was noted by the client and provided strong evidence that we had conducted a thorough assessment of the defined target companies.
Our client successfully appointed a candidate with a wealth of consultancy experience from a larger competitor. The entire process took just 12 weeks from inception to completion despite busy diaries for all concerned. The majority of our fee was contingent upon successful completion of the assignment.