Find more articles
Help us out here… Do you prioritise a thorough recruitment process over pace? Best practice or a swift time-to-hire? I know, I know. You want both!
Seriously, dealing with ‘people’ can be tricky though. The right candidates show up when they’re ready, not necessarily when you’re ready. Or someone else hires them before you because their process was already underway, or candidate shortages, the war for talent, or, etc, etc… Poor us.
At Barron Williams, our aim is a simple one. If we agree to work with a client, each individual process is always designed to find, attract and present the best, most suitable people for the role. For both the client and candidate in the long term. Well, as long as long can be these days.
People throw words like ‘bespoke’ around to market their business. But in recruitment, those words are often true. Necessary even. It is never a one size fits all solution.
We have to tailor each search to each individual role. Tailor the role brief to attract the right people.
Barron Williams is a candidate-driven brand. We will actively market most of our roles (unless it is a confidential search of course) via our website, advertising channels, social media channels, etc to ensure we attract both active and passive candidates.
In tandem, we use search to engage with people who meet our candidate requirements but aren’t necessarily active (or even downright evasive).
Here’s the challenge. If everyone behaved as we’d like… Good candidates would enquire and apply promptly. Search contacts would engage on first contact and be receptive. And so on.
However… Sometimes we’re talking to a small number of very relevant candidates early in the search. Other times we are evaluating a high quality/high volume response.
In short… They’re all different. Each search assignment takes on a life of its own.
A client may like to receive the ‘silver bullet’ or perfect CV in week one of the recruitment process but what about the search process?
Screening, our preliminary interviews and discussions, interview with you (the client), shortlisting, possibly psychometric testing, etc.
It’s complicated. Like the FA Cup, you might expect a top Premier League team to win, but which one?
The “magic of the cup” in recruitment terms is evaluating candidates through the multiple stages and with multiple people – our team and the clients’ – not just one consultant and one hiring manager.
We are testing for “cultural fit” from the start of the recruitment process, not just the hygiene factors and the more precise function and sector requirements and preferences.
This means our recruitment process has layers, time invested and (always) adherence to recruitment best practice.
We’re like Columbo (ask your parents if you don’t know) – “just one more thing…” – until we know (and you do) that we’ve got the right person for the role.
So give us a chance to do what we do best.
Agile? Most definitely. That’s the team here at Barron Williams.
If we need to manoeuvre quickly, to a narrowly defined search brief, then we’ll do that.
Attention to detail? If you need to know that we’ve considered a broad range of candidates with the right skillset, give us the time we need to do our thing.
Just remember, in either scenario, good candidates have a very short shelf life, especially in the current climate.
As we have said in a number of recent articles, we are in a war for talent, and we want to help you win it.
Once we show you the right people, please throw that diary wide open. Let’s get them in front of you and hired before someone else does.
If you’re looking for a senior executive for your organisation, please use our Client Upload Form or Call Us now.
If you’re looking to find or apply for a new role, then please feel free to Upload Your CV or Call Us for an exploratory conversation.
