Focused Futures love filling the IT jobs other Recruitment Agencies and Interim Talent Acquisition Partners hate!

Delivering Azure Data Engineers and Microsoft recruitment success

If you are a small or medium-sized business or consultancy in the UK looking to expand and are considering the option of building remote teams in different geographic regions to help you achieve your goals please read on. Focused Futures Consultancy LTD has the processes and experience of building such teams that can provide an extension of your IT services or capability matching the quality of your existing UK team. Focused Futures are equipped to be your trusted partner to help you achieve your hiring goals and business objectives.

We have experience hiring remotely based or internationally dispersed IT resources or teams for Adaptivity,?Hitachi Consulting ( formerly Information Management Group)?(ex-Microsoft World Business Intelligence Partner Of The Year 4*) and Hitachi Consulting acquired by?Hitachi Vantara.

Coeo, an award-winning Microsoft Analytics, Data and Infrastructure consulting business, needed to establish a brand-new Data Engineering unit for its Hyderabad office that would have the capability to deliver a premium Data Engineering service for its UK financial services clients. The hires needed to be experts working with Azure Data Bricks, Pyspark, Synapse, ADF and have strong Data Modeling experience as well as MS SQL skills. The Data Engineers would process and wrangle data from various sources that would be used by Data Scientists, Data Analysts, various internal departments and product owners.

The business opened an office in India a year ago and was viewed as a start-up in this region competing against many established global players in a heavy candidate-driven market.?

At the beginning of this project an evaluation of the local talent, market players, packages and local trends were implemented along with a talent acquisition plan. This is where our proven process of?H-I-R-E-S?came into action again helping this client. The concept of 'learning fast' as well as a process of 'constant evaluation', was essential as we needed to make rapid process changes.

Key Tactics Used:

1. Local online marketing was essential in giving candidates an insight into the working life, strengths of the relationships, collaboration and integration between both offices.
2. Canva video adverts were also created as a means of promotion and to gain trust, Focused Futures successfully managed to persuade regional experts to share our positions with their exclusive networks of contacts. At our peak we managed to gain 10,000 organic LinkedIn impressions each week which helped to drive brand awareness and generate passive applications.
3. Designing and refining a set of screening questions to save our managers time in terms of us filtering out unsuitable candidates, as Kim our AI Assistant demonstrates in our video .
4. Angela Duckworth's mantra of Grit which we embody was applied as Focused Futures had to technically screen around 400 candidates.
5. Reducing the volume and dependency on local agency suppliers - unfortunately, many agencies in this region tended to over-prep candidates and doctor CVs.
6. Headhunting was essential, half a dozen rounds of this took place using LinkedIn by targeting the local companies that had the strongest teams around the skills set above, along with open-to-hire and recommended candidates.
7. Daily listening to?Tony Robbins,?(Les Brown | LinkedIn?and?Jim Rohn?helped to keep us motivated during this challenging campaign.
8. Created a carefully designed Employee Value Proposition (EVP) PDF which was shared with all prospects at the Headhunt stage.
9. Had to carefully review both pre and after-placement communication with candidates to reduce the risk of counter offers and to keep the in-demand applicants engaged.
10. For all interviews at the manager stage, we needed to contact each candidate 3-4 times using a combination of emails, text, calls and the sharing of a business overview document. ?
11. "Time Kills Deals" - the phrase that my old Director shared with me 20 years ago – this is even more important with working in this territory, it was essential that we had SLAs with our hiring managers in terms of feedback and reaching decisions promptly so as not to miss out on candidates.
12. Communication - we needed to hold weekly meetings with the hiring team to share ideas, review progress and look at overcoming any blockers in the process.

The above were fused together and enabled us to hire a talented collaborative growth mindset???? team which features talent from the top 10% of MS Data Engineers in the local area.

The success of this campaign was that a handful of Data Engineer hires were made that have enabled?Coeo?to successfully build this new team which is delivering great work and has gained fantastic client feedback.

If you are a Director, Hiring Manager, C.O.O or a HR Director and are keen as a business to find out more about the services?we can provide to help you as a strategic partner please feel free to reach out to us.

Many thanks,

Eldon Davis (CIPD Assoc and Advanced Life Coach)

Director

Focused Futures Consultancy LTD

[email protected]

www.focusedfutures.co.uk

YouTube site

07790998391