Recruitment firm embraces technology to better serve clients

John Tilbrook of Newman Stewart explains why head hunters must invest in technology

Before the birth of the internet executive recruitment primarily involved building up an understanding of an industry, a network within it and the capability to attract, assess and deliver appropriate parts of one’s network to match clients brief requirements. Something that is still true and crucial today, though this has never been enough to deliver a diligent search of the market.

In the past in order to supplement a ‘network’ executive search firms employed research teams to map an industry, the research was conducted principally by telephone. A channel that is still utilised today, alongside numerous other channels to map the market/ industry more widely and quickly than was possible before.

Clients want/ need shortlists of candidates to interview more quickly, that are assessed appropriately and accurately and it is important that we evolve to meet these needs.

Newman Stewart passionately believes in continuingly investing in modern tools and training to exceed our client’s expectations.

John Tilbrook, managing director, said: “At Newman Stewart we understand that providing clients with quality candidates through a thorough, but fast and effective service is the key to our continuing growth.  That is why we continue to reinvest the majority of our profits back into staff, training and technology.”

Here are just a few areas where technology has helped to improve our services:

Sourcing (Executive Search)

As a retained executive search provider it is our job is to identify the most appropriate talent available whether they are actively seeking new opportunities or not. Therefore there is a requirement to take advantage of all existing sourcing techniques to ensure we provide our clients with the strongest short-list possible.

As potential candidates arise from a wide range of sources a sophisticated customer relationship management (CRM) and applicant tracking system is essential in order to manage our network, online CV databases & social media channels effectively.

Also, having a cloud based CRM and providing consultants with mobile devices gives us the ability to access, search and share information from the network in real time and from any location including the ability to do so whilst face-to-face with clients.

Shortlisting

Following the completion of a long list, one way video interviewing has given us the ability to screen candidates quickly and efficiently – prior to meeting candidates in person.  Interested parties are sent a few qualifying questions which they record in their own time.

For example, for a recent Global Supply Chain Manager position candidates were asked ‘To what extent have you travelled, sourced and met potential suppliers globally?’ and ‘How do you mitigate risk within the supply chain? The suitability of the candidates were then assessed from the answers they provided, prior to deciding which candidates Newman Stewart would meet in person.

This speeds up the process and allows us to qualify a lengthier long list of candidates than might have been possible in the past. Time is then only dedicated to interviews with suitable candidates who have a strong chance of success in securing the role.