This is the key differentiator between a search professional and recruitment consultant. Add into the mix 60 years + of demonstrable business experience, as oposed to consultants that have only ever ‘recruited’ and never specialise. One search = 112 talent pool, 35 long list, 7 proceedable candidates - 2 positions recruited.. client mega happy.. 👏🩷 Jonathan White Donna Banks Kelly White
Headhunter for the legal sector. Guest lecturer at the University of Worcester Business School. Passionate about mental health. Young Minds advocate, a mental health charity for young people.
Consider this: only 10% of any talent pool is active... Contingent recruiters typically engage with this small percentage, while the remaining 90%—the passive candidates—remain untapped. These candidates are often the ones clients truly want, yet they are harder to reach and retain. And, on a contingent basis, the same candidates are approached repeatedly by different recruiters, often with similar messages. This can create a negative impression, making the client appear like a house with multiple "for sale" signs. In this race to fill positions quickly, contingent recruiters often rush to send CVs to clients without thoroughly assessing candidates or ensuring they have genuinely considered the opportunity. At Number Fifteen Recruitment we undertake a robust, thoughtful plan, apply careful headhunting techniques, and commit to filling the position together. A Better Approach: Retained Search
Widely experienced in a variety of business functions, commercial, sales and marketing, customer development. Passionate supporter of mental health matters, fundraiser and Commentator on living with poor mental health.
1wThe goat, Tony Bates DipRP thanks for your support. 👊🐐