Who Should Read This: Anyone responsible for hiring more talent than they have capacity to recruit and evaluate. Anyone wondering why the talent obtained through “headhunters” turns over so often. Anyone who is weary of uneven incentives between their recruiters and their company.
Client: Partner and practice director in a highly reputed professional services firm.
Our client is a well-established niche firm with great products, a strong client base, and an excellent reputation. As a leader in their field, they have grown consistently over the last decade and have hired experienced talent whenever possible. As their growth accelerated, they knew they had a problem: their backlog of client projects was growing faster than they could hire high performers who shared their values to perform the work.
The client was aware of several external and internal factors. Universities are not graduating as many degreed professionals in their field as in previous years; the firm offers balanced lifestyle over top-tier salaries that candidates can potentially earn in larger firms; and many times new hires went elsewhere after a short time. While the client had several recruiters supporting their hiring needs, the talent gap continued to widen. Clearly, they were not consistently hiring the right people enough of the time. Abundiant offered our recruiting services to the client to catch them up on their hiring goals by increasing the pipeline of qualified candidates, and by profiling and vetting talent thoroughly to ensure a long-term match.
Focusing primarily on one department, we worked to understand the client’s hiring requirements, job descriptions, recruiting process, compensation models, and benefits. We quickly discerned that they had an outstanding value proposition for their employees, but it was not easily understood by potential recruits. We addressed this through direct outreach with clearer messaging, which resulted in a significantly larger pool of applicants. From there we vetted relentlessly, only recommending the top 1% of the pool for interviews. Among that 1%, we interviewed on average 15 candidates for every newly hired employee.
Within a matter of months, and after hiring more talent through Abundiant’s recruiting services than from any other recruiting provider, this department’s talent gap had narrowed dramatically. And because Abundiant reduces our fees if a candidate leaves within the first three years (thus reducing our clients’ turnover costs), our team was highly motivated to bring them only candidates who are a long-term fit for their company. For the client, the candidates, and Abundiant, it has been a win – win – win.
For more information on our recruiting services, see our services page or reach out at businessdevelopment@abundiant.com for a quick consult.
