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At Barron Williams, we talk to senior HR people all of the time, naturally. Those we know well trust us with important recruitment matters. Not just senior-level appointments but often softer discussions around succession planning and broader issues around the prevailing “war for talent”.
Recently, we’ve seen the market bombarded with marketing tactics from our competitors as they seek to differentiate their offer with post-hire initiatives, onboarding support and so on.
Is that why we’re here? Really?
As you would expect, we keep in touch with candidates post-hire systematically. It is part of the process, not a USP. The first week, first month, probation period, anniversary etc.
It is good recruitment as well as good business practice. Make sure they’re settled, happy, performing well in their new role. And, of course, we are having similar conversations with the client too… If there’s a problem, we find out. Quickly!
Our point?
Our primary focus is, and I would argue, remains, pre-hire. And by that we mean, we add the greatest value by:
- Identifying, attracting and evaluating the best available talent for our clients.
- Identifying and informing the best career steps for candidates.
Yes, of course, we will ensure it all works once hired but, let’s be brutally honest here, once you’re there, it is down to the client and candidate to make it work?
Once you have been through Barron Williams rigorous selection process, often including multiple stages and contacts, our client will know exactly who’re they’re hiring.
Onboarding and embedding are important. It forms part of our discussions with both client and candidate. And, if that support is valuable to your organisation as you don’t have the resources in-house, then we fully understand that.
However, it’s a Human Resources problem not a Recruitment & Selection problem.
If your recruitment partner is claiming to offer such a service:
- Are they fully qualified and staffed/resourced to deliver it?
- Do they genuinely have the experience, skills and qualifications to deliver core HR services?
- Do they have experienced ex-HR people in place to deliver it?
- Finally, is that what you’re really paying the recruitment fee for?
If not… When you’re next considering who to call to discuss that next vital senior hire, just ask yourself, am I hiring the best option in search, recruitment and selection?
How can you tell?
Ask to speak to some of your shortlisted recruitment firms’ clients. If they’re as good as they say they are, they will set those calls up for you without hesitation. They will be happy for you to ask those clients anything you want.
It is your money, you need to ensure you get the result you need and want. Then the choice is simple. You pick the firm that best meets those needs and wants. The decision is based on reality, not the sales pitch or some clever marketing tactics.
And if you want the fancy stuff they’re selling as ‘value added’ then that’s OK, of course, just make sure you test that too!
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.
