Access the "Hidden Elite"

Despite the uncertainties from the continuing global pandemic; there are a lot of companies recruiting throughout the whole of the UK. That’s a fact. After the worst 2 years since the Second World War we are seeing strong demand from the majority of the markets that we service. So do you accept the first job you are offered?

Over the last few years, employers have held the power and have tended to be very selective in their hires; and insistent on interviewing multiple candidates for a particular role. Decision-making has typically been quite long and arduous – as hiring managers see a wide selection of candidates as a good reason to “take their time” and make decisions slowly.

Fast-forward to 2022 and we are seeing what we call “candidate short” markets in the majority of our sectors. This means that in many instances there are more jobs than candidates, and this causes employers to have a different approach.

Continue reading Should I take the first job I’m offered? Advice on dealing with multiple job interviews & job offers.

Date posted: May 27, 2022 | Author: | 1 Comment » | Categories: Recruitment & Headhunting

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One of our top clients came into the office this week to talk about a major project we are undertaking to set up a new business unit for their organisation. Chatting away, he told us the story of his best friend who insists on doing all of his recruitment himself to save money.

He talked about how proud his friend is of placing job adverts in lots of different media, then taking all of the CV’s from “applicants” that he receives, all the phone-calls he gets from interested people who just “want to have a chat” about the job, etc. He then spends the next few evenings & weekends going through the CV’s, calling up the 15 or so interesting candidates and chatting to them about their background, experience, etc.

Continue reading The real cost of recruitment? – Your wasted hours trying to recruit.

Date posted: May 12, 2022 | Author: | 2 Comments » | Categories: Recruitment & Headhunting

venice canal

I was sat in a coffee shop over the weekend and overheard two friends talking about cars.

One was exalting the virtues of his lovely German saloon, with leather interior, cruise control, faultless driving experience,etc. His friend was also exalting how cheap his car cost to buy and run, the low “upfront cost”, low cost for spare parts, servicing, etc.

Although the conversation was about cars – the two friends were coming from opposite ends of the scale in terms of car needs and wants. Kind of similar to comparing apples & pears.

This set me thinking about clients “buying” recruitment services and their wants & needs; be it “Transactional” or “Value-add”.

Continue reading Not all recruitment companies are the same – you get what you pay for.

Date posted: May 6, 2022 | Author: | No Comments » | Categories: Recruitment & Headhunting

Interviews aren’t a scary experience if you focus on some simple preparation. At Wynne Consulting we have many years’ experience of helping high quality people to be successful at interview, so here are a few easy tips to help you deliver the perfect interview:

Continue reading Nail it! Advice for delivering the perfect interview.

Date posted: April 22, 2022 | Author: | No Comments » | Categories: CV Optimisation Recruitment & Headhunting

The single biggest reason clients use Wynne Consulting is our ability to find people that aren’t on the “Open Job Market”. That means we find the best people in your market sector that aren’t applying for Job Advertisements, talking to Recruitment Agencies or using CV Websites.

Growth in permanent staff salaries are also growing at their highest rate since before the COVID pandemic started in 2020.

Continue reading Struggling to recruit? You need to get proactive.

Date posted: March 31, 2022 | Author: | No Comments » | Categories: Recruitment & Headhunting

There are numerous times in life when ‘more’ is better; More space, bigger car, more money. So doesn’t it make sense to use multiple agencies to fill your roles? Surely more agencies would equal more candidates; and subsequently a better spread of talent to fill your role. The multi agency approach makes some sense from a client perspective, but it’s one of the biggest mistakes in recruitment strategy that we see clients make.

 

Let me explain…

 

During a multi agency search, consultants recognise that after considerable work, there’s a strong chance the selected candidate for the position could come from another agency or the client finding someone direct. As a result, this forces recruiters to invest very little work into this type of search. Experienced consultants will skim for candidates who are on the market, send a shortlist and move on to retained and exclusive work; And trust me, this is the smart thing to do, having another candidate get the position after 10 hours of search work is hugely demoralising!

 

But why is this an issue for you? You’ve placed the role with a multi agency search; and besides, aren’t all recruiters fishing from the same candidate pool? Surely more ‘fishermen’ equals more fish!? But in reality, this is not how recruitment works…

 

In reality the candidate pool should be seen as more of an iceberg, with 80% of candidates lying ‘under the surface’; these candidates are not actively on the market, won’t reply to your job adverts and won’t have their CV on popular job hunting websites. They require labour intensive methods to properly source, from traditional headhunting to referrals. Most consultants won’t commit time to this form of search when competing against several agencies. So the chances are, if you’re using a multi agency approach, all agencies you’re currently using are only accessing the same 20% of visible candidates.

 

But let’s play devil’s advocate and say you happen to find the perfect fit. Who cares about the candidates you missed?

 

But think about it. You’re recruiting from a limited pool of active candidates, while your competitors are accessing the full breadth of talent available. Over a 5 to 10 year period, who is likely to have the stronger team?

 

Our successful clients know that you can’t build an exceptional team with a limited view of available talent, especially in a niche market . They always opt for an exclusive or retained project with a specialist agency who understands their industry.

#wynnejobs @wynneconsulting

Date posted: March 24, 2022 | Author: | No Comments » | Categories: Recruitment & Headhunting

One of the  biggest problem companies face is how to recruit high quality people in today’s competitive environment. We call them the “Hidden Elite”

The major issue is that the vast majority of high performing people don’t ever look for a job on the “open market”, so don’t talk to recruitment agencies, respond to job adverts and place their CV’s on CV Websites.

So how do companies get hold of these people to have an opportunity to recruit them? This diagram gives an accurate breakdown of a typical company of 100 people:

 

Continue reading Headhunt search finds the “Hidden Elite”; the top people that conventional Recruitment Agencies can’t unearth.

Date posted: March 3, 2022 | Author: | No Comments » | Categories: Recruitment & Headhunting

A short blog this week.

One of our clients has been recruiting 2x Graduate roles since Christmas.

They received over 200 applicants.

They interviewed over 50 of these candidates.

As part of the process Wynne Consulting suggested 2x candidates.

In the end – the 2 candidates Wynne Consulting suggested were the only 2x candidates recruited.

This is a somewhat extreme example of a typical situation that we find where a client spends a huge amount of time selecting & interviewing candidates that are not successful hires. Wynne Consulting have a laser focus on delivery with the minimum of hassle and time expended. Our expert recruitment approach means we clarify the job role at the beginning; consult on the salary & spec (as in most occasions aspirations are misaligned with what we can source) & then deliver a high quality shortlist quickly.

So what’s the lessons here?

  • We save you & your management team countless wasted hours processing & interviewing candidates; which is a considerable cost to your business as this work has to be done by highly paid, experienced managers as they are the “Hiring Authority”. It’s not possible to delegate or automate these tasks to lower cost resources.
  • The sheer amount of time taken to process this volume of applicants dramatically slows down the recruitment process; and in the times we are in where there are more jobs than candidates – time to hire is critical. You need to get these timescales down as much as possible. Anything more than 3 weeks from creating the job spec to receiving a signed acceptance it too long.

So from our vast experience what do we advise?:

  • Consider a maximum of 8-10 candidates for your job. Any more and your spec isn’t right & you don’t know what you want.
  • Interview no more than 5 candidates.
  • Keep the interview process down to a maximum of 2 interviews. The first one could be a video interview but the second one has to be face-to-face.
  • Aim to conclude the interview process in a maximum of 2 weeks. Candidates lose interest beyond these timescales.

You require expertise in both finding the right candidates; and in the art of recruitment. Get one of these wrong and you won’t get the result you need. Let us know if you need help in any of these areas.

#wynnejobs

Date posted: February 24, 2022 | Author: | No Comments » | Categories: Recruitment & Headhunting

One of the most corrosive issues we find to any companies success and longevity is an inability to retain good quality people. Many businesses genuinely struggle to keep hold of talent once they have been recruited and embedded within their organisation.

As a recruitment organisation we are in a somewhat unique position at the “cutting edge” of dealing with people leaving organisations on a day-to-day basis. A common misconception is that as a headhunt search company we somehow have mystical power to “spirit” people away from blissfully happy jobs. The reality is completely different. On average over 60% of individuals we pro-actively approach will rebuff our advances as they are happy with their present situation. Unless there is an underlying issue there we are unable to persuade that person to talk about moving.

Continue reading The secrets of talent retention – and why many companies are awful at it………

Date posted: January 27, 2022 | Author: | No Comments » | Categories: Recruitment & Headhunting

If you resign your job, and your existing employer offers you a better package or a different job to stay; this is called a Counter-Offer. If you are thinking about accepting a counter offer to stay in a job when you’ve already resigned, or you’re thinking of using a potential employer’s job offer to get your current company to pay you more money read on.

We have over 200 cumulative years of experience at Wynne Consulting and we are regularly faced with these situations.

In the vast majority of situations, using another job offer as a bargaining chip to get more money may be tempting, but it usually ends badly. If you want a salary increase/promotion, then negotiate it on your own merits; or prepare to move jobs.

Whenever we broach this subject, we always get feedback along the lines of “You’re a recruiter, it’s in your personal interests to dissuade candidates from accepting counter-offers as you will lose your fee”. This maybe the case with other recruiters, but for us this is not the case and is missing the point.

Continue reading Resigned? Advice on dealing with a counter offer from your present company.

Date posted: January 20, 2022 | Author: | No Comments » | Categories: Recruitment & Headhunting