Page 23 - Amoria Bond Contruction Engineering

We allocated a team of 4 consultants to conduct thorough research, including PESTEL analysis
to identified target candidates. We approached certain individuals and activated a network referral scheme which was followed up with a rigorous screening and selection process. Following this work, we presented a shortlist to our client as well as advising our client to requalify the motivations and commitment of the candidates during the interviews. We also worked with our client to handle the offer to the candidate process and the subsequent negotiations. In parallel we worked with the candidates to help with their resignation with their current employer at the time. During every stage, our client was kept fully informed through regular progress reports throughout.
Challenges Faced
The main priority was to fill the HR role which
was the most pressing requirement. We faced significant challenges because a number of the candidates were not willing to relocate to the office destination which was considered by many as being too remote. This challenge was exacerbated by the salary benchmark being too low compared to the specification of the roles especially considering the specific niche technical experience and skill requirements.
Several of the prospective candidates had already been approached by other agencies for the roles which had exhausted the market and consequently harmed our client’s reputation.
We worked with our client in order to get flexibility in the overall package and working arrangements. For example, we negotiated a 4 weeks on then
1 week off working basis instead of requiring the candidate being permanently based in region.
We also conducted and presented to our client
an in-depth benchmarking analysis featuring both local and international salaries which demonstrated a need for flexibility on remuneration.
We provided to our client expert consultancy on identifying transferrable skills in the candidate market place as well as using our niche expertise to identify right candidates. We focused on unique candidates who were not visible on the traditional job boards nor actively looking for work.
Success
Our approach was simple and straightforward, but that doesn’t mean that it was easy. We gained a deep understanding of the roles and the corporate culture of our client’s business by meeting all key stakeholders. We implemented and adhered to a strict Service Level Agreement which reinforced mutual commitment and accountability.
The successful completion of the project was achieved by conducting thorough research and applying our expertise and market knowledge. This was done through following a methodical process and develop strong relationships with stakeholders and prospective candidates.
Results
We supplied at least 3 candidates on a shortlist for each of the 5 roles. All of the 5 roles were filled within the agreed timeframes and consequently we were engaged exclusively on all executive search assignments in the future.
Our Solution
We conducted thorough research to identify candidates outside of the industry with transferrable skills as well as looking at the local job market to understand the skills and experience of people already in the country or nearby. We also made sure that we comprehensively tested the candidates motivations to work in the region. We also set ourselves strict deadlines and milestones to set out expectations for our client.
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