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.
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.
How a talent agency adds value: an example from ACCA
Karen Haynes writes: ACCA is the Association of Chartered Certified Accountants. Since they were founded in 1904, ACCA have expanded to over 1500 staff in 50+ countries. We’re proud to have worked as a recruitment partner to ACCA since 2010 and have placed 57 candidates during this time in specialist or senior roles. One of our… Read More
Biological Prime Time: When are you at your most productive?
Originally posted on Josephine Grant: Your “biological prime time” is the time of the day when you have the most energy, and therefore the greatest potential to be productive. Productivity is a highly individual thing – a get-stuff-done strategy that works flawlessly for one person may do nothing for you. You are probably already aware…
Anthony Haynes writes: The question “What’s your biggest weakness?” remains common at interviews. When the question was asked of contenders fro leadership of the Conservative Party in the UK, the BBC took the opportunity to ask for advice to candidates from various angles — for example, those of recruiters, careers experts, employers, and candidates. My… Read More
The positive approach to organisational continuity
Anthony Haynes writes: Recently, we blogged — here and here –about the benefits of approaching continuity management positively, rather than seeing it just as guarding against risk. Since, we’ve been giving some though to how to communicate our approach in writing. The problem here is that, in corporation communications, the anything in the… Read More
Anthony Haynes writes: Our ever-vigilant Business Development Executive, Anth McKeown, draws my attention to the fact that 17 July is World Emoji Day — a fact that I confess had escaped me 🙂 In particular, Anth has kindly pointed me to an article published on the HR review website, entitled World Emoji Day: do they have… Read More
Anthony Haynes writes: Last year we published a post about a psychological study on the relationship between noise and creative work. The research, by Ravi Mehta, Rui (Juliet) Zhu, and Amar Cheema, indicated, somewhat counter-intuitively, that if we want to be creative, then rather than seeking somewhere quite to work we might be better off seeking… Read More