The client’s challenge

After keeping in touch with the individual for a few months following the networking event, they contacted our team to discuss the difficulties they were having in sourcing for certain key roles for their company. Our contact had previously worked with a number of non-specialist recruitment agencies with limited success, so they were looking for a sector-specific recruitment agency that could provide a variety of value-adding services, such market insights and a competitor analysis, that could help with their recruitment process.

In our conversations with them surrounding their recruitment systems and processes, it became clear that they were quite inconsistent role to role. Vacancies had been advertised and then withdrawn on multiple occasions over the past year. We discussed how hiring processes which start and then stop can negatively impact employer brand, so we agreed with the client that this needed to change immediately.

Additionally, with the company offices being in a remote location, they were struggling to source talent that were willing to relocate and able to go onsite. They then had a further issue with dropout rate after the job offer stage, so we knew effective talent pooling would be a key part of our approach in supporting them.

Furthermore, the company placed high value on hiring junior and graduate talent and training them up, but they were finding it challenging to communicate with new graduates regarding the great training opportunities they provided and attract them effectively.

Actions taken by VIQU Energy

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  Performed extensive research exercises into candidate pools, availability, and trends in the type of roles or skills the company were looking to fill

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  Provided the organisation with key market insights around the skills that were available in their local area

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  Had frank conversations with the company around what professionals they could secure within their budget, and then qualified roles by working out what skills were essential and what were nice to have

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  Identified and approached professionals that had the skills and experience the company needed in a headhunting exercise and discussed with them at length if they were happy to relocate to the remote site

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  Standardised hiring processes and tweaked them to ensure they were as efficient as possible

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  Created a communications strategy for graduate candidates that covered the training opportunities available at the company

The outcomes

Since we started supporting this organisation in 2023, we have developed a close working relationship with their hiring team. Following a number of successful placements early on, we were able to show that our value-adding services were worth it.

In the past two years, we have secured 14 placements including both permanent and contract resources. In the 2 year period, 88 CVs were provided to the company and 44 candidates were interviewed. The individuals placed in these 14 roles have all been retained by the organisation, highlighting how important the beginning stages of the recruitment process truly are to finding individuals that fit and align with the company in question.