Partnering for Success
Haven’t worked with us before, but curious to know more? Check out the case
studies below to find out how our relationship based approach to resourcing gets results.
Haven’t worked with us before, but curious to know more? Check out the case
studies below to find out how our relationship based approach to resourcing gets results.
Understanding You
Situation
Mel was working as a HR Manager for a small niche Media Company based in London. Tired of living in London, she decided to move to the South West. After the move, she contacted a large national recruitment agency with a specialist HR division to help her find a new role. The consultant she met appeared to focus on what she was missing, rather than what she could offer to a company, concerned that her lack of high volume ER, TUPE experience, and full CIPD qualification would be a problem for her getting a new job. She left feeling completely deflated. Continuing her job search she found Henlee Resourcing through the job boards, and arranged a consultation to talk about several roles she was interested in.
Task
To match this lady’s experience and expertise to a role which she would enjoy, and to which she could add real value.
Action
- Initial consultation meeting with a friendly but in depth assessment of her experience, her specific areas of expertise, and areas for development.
- Sourced two roles that Henlee felt would match her skillset, personality and aspirations.
- Clients were contacted about Mel, and given a full brief. Both clients were interested and interviews were arranged.
- Mel was fully briefed before the interview, covering everything from the company culture, the role requirements, and the interviewers.
Result
Mel was invited back for a second interview at both organisations and was subsequently offered both roles.
Volume Hires
Situation
To meet new regulation requirements around mortgages, a major high street bank set up a training programme for their staff. This programme needed 40 consultants to ensure all staff were trained and compliant by mid-April. The week before Christmas, having only recently started working with the client, Henlee Resourcing was asked to help recruit the last 13 positions. At this point the recruitment campaign had been ongoing for a few months with several agencies saturating the market!
Task
To source and screen 13 training contractors, with qualifications and an understanding of mortgage sales, whilst minimising the impact on the hiring manager.
Action
- Developed a high understanding of ‘what good looks like’ to the client’s training function, and a thorough understanding of the training to be delivered and skills required.
- Devised a cost-effective recruitment process that could handle volume applications in a short timescale.
- Generated 77 advertisement responses, conducted 37 interviews over the Christmas period and into early January, which generated 29 candidates to be submitted.
- All candidates were security profiled and ready to start within 5-6 working days after offer.
Result
We successfully filled 9 of the 13 positions, the client delivered the programme, and our relationship with them was significantly strengthened based on our performance on this assignment.
Time pressured hire
Situation
The client had been let down by an interim Head of Resourcing, during the summer, and two weeks before they were due to start working on a business-critical transformation project. The role was split evenly between Bristol and London, and was highly confidential. Henlee Resourcing were amongst 3 preferred suppliers who were asked to help recruit a new interim within 10 days.
Task
To submit a shortlist of three candidates within 24 hours of instruction, and have someone appointed within 10 days.
Action
- We reorganised workload to free a dedicated Account Manager, whilst seamlessly servicing the rest of our client base.
- Generated 12 long listed applicants and three shortlisted CVs within 24 hours.
- Worked with the client to streamline the recruitment process to achieve the deadline without sacrificing quality, and extended office hours to accommodate an evening interview.
- Ensured all potential candidates were well briefed regarding expectations of the role prior to assessment centre to minimise fall out at offer stage.
- Conducted face to face interviews within 72 hours and completed the offer process within 4 days.
Result
We successfully filled the role with a highly experienced individual, having 2 other strong candidates in reserve, and she started on day 8 of the 10-day window given. The candidate was offered the permanent role of Head of Resourcing in a new area within the client’s business, which she accepted and is still in post today.
Going the extra mile… Internationally!!!
Situation
A Technology Company with sites Globally were searching for a Senior HRBP / Regional HR Leader to be based out of 1 of the 2 sites in Holland. They’d been searching for c.3 months, using some local non-specialist Agencies as well as a specialist local HR Recruiter, however yielding no success.
Task
The situation was mentioned to Henlee Resourcing at a meeting to discuss a different HR role to be based in the UK and whether in our network if there was anybody we knew who may be able to assist in Holland.
Action
- Although Henlee is a niche UK based HR Recruitment Specialist, the assignment to recruit was taken on board as we felt we had the tools to target / access candidates even though it was outside of our target geography.
- We already possessed a decent understanding of the Client’s business, plans / aspirations as we’ve been successfully working to build the UK HR Team, however a full briefing was undertaken to understand the key skills / requirements, team structure, potential future career opportunity, culture / fit and the search started.
- Using the tools we have, numerous candidates were approached, assessed by phone / Skype leading to 2 candidates being presented — all within 2 weeks from the initial conversation.
Result
Both Candidates went through the Client’s process. Each Candidate was fully briefed prior to each stage leading to a tough choice at the end of the process.
The result was a successful hire which has subsequently resulted in the Candidate being promoted to Regional HRD within 2 years of joining the Organisation.