Fiona Wilson (Managing Director and Headhunter, FJWilson Talent Services) writes: Our clients are organisations for professionals. They include membership organisations, awarding bodies, and learning providers.
Clients use our services to help them acquire, assess, and develop talent for senior and mid-level roles.
How do we add value for clients?
Specialist expertise: The sector that we specialise in has distinctive values and requirements. Having specialised in this sector since our foundation in 2009, we’ve developed a sixth sense for what clients do and don’t want. This helps us to assess the degree of cultural fit between employer and candidates.
Widening the field: our processes are designed to widen the range of talent available to our clients. We achieve this in two ways:
In recruitment, finding active candidates — those who have decided to look for a new opportunity and to make themselves available — is one thing; discovering passive candidates — those who aren’t actively looking to move but who would be interested if approached — is quite another. Our research techniques are designed to uncover passive candidates as well as active ones
Clients often have well-developed networks of their own, yet would like to discover candidates from beyond those networks. Doing so provides a greater range to select from and also helps the client to source more diverse, and non-traditional, candidates. For example, organisations for professional people often desire to bring in employees with commercial mentalities: this becomes easier when the candidate search accesses networks in a range of sectors.
Timeliness: Often clients wish to fill a role speedily — not only because they need someone in post, but also because many of the labour markets we work in are strong: where talent is scarce, tardiness can result in losing a potential employee. Our lean model of recruitment is designed to maximise efficiency and so prevent delays.
Continuity: Our clients, and candidates, are provided with not one FJWTS contact, but two. The makes for continuity of service, in particular by managing contingencies day-to-day, as well as during holidays and any unplanned absences.
Personal touch: When we look at the professional discussion of talent services, we’re amazed at how often the industry overlooks the simple fact that talent services are about people. Our style of working is designed to ensure we always present a very human face.
As our case studies illustrate, candidates recognise that we do things with a distinctive personal touch. In addition, potential candidates can arrange to speak with us at times that suit them (often outside the working day/week), making for both convenience and discretion.
Not only does this help us to compile strong fields of candidates to present to clients: positive candidate experiences also help to present employers themselves in a good light.
EXAMPLE: our ACCA case study, How a talent agency adds value, is available here.
Clients may meet us either at their offices, over Zoom (or alternative video platform) or at a local branch of the Institute of Directors (IoD) or Regus. IoD and Regus locations are accessible for wheelchair users (though please notify us in advance if you have any special requirements).
Candidates typically meet us over Zoom, Skype, Facetime or Google hangouts. This enables us to provide a highly flexible service outside the traditional working day and week. We’re also happy to meet candidates in person, at an accessible location to suit any special requirements.
Portraits of our team members, comprising employees and long-term associates, are provided on our team page.
Recruiting for a rare skill set: Royal College of Surgeons’ approach
Karen Haynes writes: At a transformational time for the Royal College of Surgeons of England (RCS), FJWilson has helped fill the new post of Head of Learning Innovation. In this interview, Director of Learning Louise Goldring gives an insight into the RCS — and her experience of working with FJWilson. KH: What kind of organisation… Read More
Anthony Haynes writes: Here is the revised edition to our practical guide to presentations, based on a previously published series of fifteen posts. I) The basic decision So you have to give a presentation — for example, as part of a job interview. Now ask yourself this question: “Do you want to give the best… Read More
How to ensure you get the right person: the Royal College of Physicians story
Karen Haynes writes: The Royal College of Physicians (RCP) is the leading body for physicians in the UK and internationally, with 36,000 members, over 400 staff, and a 500-year history. A patient-centred and clinically led organisation, the RCP’s core mission is to improve patient care and reduce illness. Linda Asamoah is Director of HR at… Read More
Employment branding? We’ve got some resources for that
Anthony Haynes writes: Much discussion of branding focuses on consumer experience. Recently, however, there has been increasing recognition that brands need to consider another set of stakeholders, namely employees — actual and prospective. Hence the concept of ’employment brand’. One of the functions of this website is to curate helpful online resources from third parties.… Read More
Review of genuinely useful blogs (IX): Emily Luigbregts PMP
Anthony Haynes writes: I regularly survey blogs focused on the talent sector and related fields, such as career development and human capital development. The quality of blogs varies hugely — in a way, that’s part of the fun of reading them: you never know what you’ll find. When I find a blog that is consistently… Read More
Season of mists and mellow job interviews: advice for candidates
Anthony Haynes writes: Shadows lengthen, holidays become a memory, and the rate of job interviews accelerates. When it comes to talent acquisition, September matters. To support candidates we provide two forms of resources. First, there is our own guide, Being Interviewed. It provides tips on how to prepare, what to do on the day, and… Read More