Pascal Recruitment Procurement, Supply Chain, Logistics Tel: +44 (0)1702 416 234 Email: firstname.lastname@example.org Postal Address: New London Road, Chelmsford, Essex, CM2 0AW
The Perfect Recruitment
I am sure that most of you are aware of, or may have seen, the George Clooney film
"The Perfect Storm", where different elements all came together to produce "The Perfect
Well in my opinion here is a recent example of "The Perfect Recruitment"...
A new company calls me on the Friday to ask if we can help fill a role that they
have previously struggled with. The HR lady tells me the job title and a few details
about the role and, in principle, it seems as if it is certainly a role that we could
help with. We agree that I will send her our Standard Terms and Conditions and she
will send me the full brief and we'll speak again later.
I send the Ts and Cs and whilst I'm waiting to receive their information I undertake
a company search and risk assessment of the company as a potential client. Not a
company that I had heard of but well established with a steady turnover and certainly
looks good for the fee, if we are successful. I notice a large dividend taken out
of the business in 2013, delve a bit deeper and see that the company is under new
ownership since last year. Okay no alarms but a question to be asked.
The full brief comes in and I don't see any insurmountable concerns, so we have another
discussion and the HR lady explains that the new owners are from overseas and looking
to increase business substantially over the next few years, hence the requirement.
She explained what they were looking for in the candidate and that they had been
working with another 3 agencies. We agreed our fees, a bit less than our standard
ones but fair, and she arranges for me to have a telephone call with the hiring manager
on the following Wednesday.
Before the Wednesday call we start our searching, usual stuff...our database, job
boards, LinkedIn and our extensive network and we end up with 60 'potential' candidates
and start contacting them to see if they are looking for new opportunities, what
they are looking for in the new job, company, location, salary etc. Wednesday comes
and the hiring manager telephones me and gives me a great overview of what the plans
are for the next three years, what they are trying to achieve within the department,
the type of personality they are looking for and why they have had problems previously.
Armed with all this information, and having done a lot of ground work before the
call, I think we have some good candidates. I have further conversations with possible
candidates that I had shortlisted and a couple seem to fit the bill. I send them
the brief and link to the company's website (I know that some in recruitment will
cringe at that but, for me, it is not just about a job but also about the organisation
that you are going to. How can you make an informed decision if you don't know who
the job is with?).
One is currently temping and looking for a permanent role, the other is not actively
looking but would like a career move as she doesn't see any long term future where
she currently is. She has already told me what industry she wants to stay in, the
type of role that she is looking for, the location and salary that she is seeking,
which is more than the company are offering. The role is exactly what the candidate
is looking for and the candidate is exactly what the client is looking for, the only
problem is salary. So I speak with the HR lady explain that I have an ideal candidate
but although the candidate is prepared to come down from her salary expectations
she couldn't drop to the level of the salary on offer.
The HR lady doesn't think that there is any scope to increase the salary but we agreed
that I'd send her some details about the candidates experience, without providing
past employer names, confirming her minimum salary expectations and she will discuss
with her managers. She comes back within a couple of hours to say that they are interested
in her profile. I speak with both shortlisted candidates again and both confirm their
interest and authorise me to forward their details to the company.
The following morning, one week after the initial telephone call from the company,
I forward both candidates CV's across. The company contact me later that afternoon
saying they would like to interview both candidates on the following Tuesday. I confirmed
with both candidates their availability and interview times agreed. Monday evening
the temping candidate contacts me to advise that she had received an offer of a permanent
position where she is currently temping and would not, therefore, be attending the
interview the next day. No problems and I advised the company first thing Tuesday
morning of her cancellation. The interview with the other candidate proceeded and
all seemed to go very well. So well in fact the next day I received a call from
the company to advise me that they have an offer signed off at her required salary
level. I contacted the candidate with the news, she was absolutely delighted and
accepted the offer immediately.
Why is this "The Perfect Recruitment"?
Because the communication from all parties was absolutely spot on. From the client
side both the HR lady and line manager were exceptional in providing the right information.
When faced with the salary issue they didn't dismiss it but as they considered that
this was their ideal candidate, they overcame the problem. Both candidates, even
the one who didn't attend as she advised me rather than just not turn up. Finally
the agency as, by listening to what had been communicated to us, we found the ideal
candidate for the client, the ideal client for the candidate and we get paid for
our hard work. So it's a win - win - win.