Unlocking Efficiency: Quality Over Quantity
I’ve just successfully completed a search where the client was using a contingent recruiter prior, having had a very challenging time sourcing quality over quantity. For some, talent acquisition can mean both excitement of seeing the perfect candidate but also (and seemingly for much of the time) it's the stuff of nightmares. CV sifting, scheduling numerous interviews, rearranging cancellations, leaving messages, giving feedback…it’s just a big headache for those in the hiring seat.
I wanted to set out how I believe this can be made a lot easier. ?? Partnering with a specialist search consultant can solve all these challenges, producing quality of quantity. Someone who has deep knowledge of your sector, your challenges, your role, your culture. Someone who is able to stop the gap with 3 – 5 candidates who have been thoroughly vetted, referenced and fit completely with your values and aspirations.
After spending over 10 years working the contingent recruitment model, I realised it wasn’t working. Something was broken; most clients I spoke to weren’t having a great time recruiting and importantly, retaining the best staff. Hence, I relaunched Hunter Scott Executive Search to offer a different and much more effective way of acquiring talent.
Here are the benefits of entrusting an experienced partner to deliver outstanding candidates:
? Candidate Engagement: Being able to tell candidates from the initial approach that we are retained engages far more interest than a standard call from a recruiter. (Let’s face it, the top passive talent may receive 5-10 calls a week, often by multiple recruiters about the same job). It sends a clear signal that the client is seriously committed to finding the best person for the job. A personalised approach which enhances your employer brand also ensures that whoever is selected has had a positive experience even before their first day, so they start off on the right foot. Ultimately, on-boarding starts with that first phone call so it is imperative to get it right.
? Reduced Time to Hire: Weeks and often months spent wading through CV's and conducting interviews can be drastically reduced, allowing you to focus on strategic initiatives that drive business growth. Internal talent acquisition teams can also focus on the less challenging and more low-level jobs which are easier and less time-consuming to fill. Having a committed partner who has dedicated time and effort exclusively to the search ensures the quickest time to hire possible (vs a contingent recruiter who may be balancing between 15-25 live reqs at any one time).
?? Reduced Hiring Risks: Candidates are evaluated and referenced, considering not only qualifications but also cultural fit. Most business leaders know what it’s like to find out several months down the line that they have taken on the wrong person. At a senior level, this can be catastrophic for the culture, moral and direction of the company for starters. Mitigating the risk of a bad hire from day one should be an essential part of any talent acquisition strategy.
? Market intelligence: working closely with you, acting as an extension of your team and being your “eyes and ears” on the ground. Offering insights regarding topics such as compensation and bonuses, benefits, market perception, brand awareness, competitor insights and all manner of other bespoke data that you wish to extract from the talent pool. Refine your hiring strategies and ensure to better long-term outcomes.
?In a competitive job market, where talent is the driving force outweighing your competition, opting for quality over quantity is not only a strategic but essential move. Leverage the expertise of an experienced search partner; you're not only making efficient use of resources but also elevating the overall quality of your team.
Does any of this resonate with you? How do you find the talent acquisition landscape? How do you overcome challenges to source the best talent? I would love to hear your thoughts - do reach out to jump on a call.