Case Study 1
Easylife is an online retail firm that identified a need to change the way their customers were spending money.
A strong sales manager with advanced Excel skills to analyse consumer behaviour and data. They needed to know how to upsell, cross sell, train staff and have knowledge of the retail industry. In addition, they needed to be able to communicate with partners and suppliers, analyse consumer behaviour and ultimately use the data to drive revenue across all brands.
This was very much a needle in a haystack situation. We utilised our proven creative skills and some real thinking outside of the box to search and qualify the few select candidates that fully suited both the client and the position.
Within one week we had not only put forward an ideal candidate, but they had held two interviews and offered the role; all without us having to send a CV.
Not only was the time of managers saved both sifting through potential candidate CVs and interviewing each potential candidate; but also the value of the time attached to that, as well as the impact on workload not dealt with whilst going through that process.
Case Study 2
House of Fraser had been unsuccessful in recruiting; having been looking for three months for the right Gift Card Professional to sell their B2B Incentives. They had been using online searches as well as job boards.
To move away from avenues where the same actively searching candidates pop up time and time again, and bring in experts that know the industry and those within it inside-out.
We utilised our exceptional network of contacts and knowledge of the industry to search and select the people with the right skills suited to the company and criteria.
Within two weeks we had a shortlist of four candidates from the industry with the ideal criteria. The first candidate interviewed by House of Fraser was offered the role.
Not only was the time, value of time and impact on the business from ongoing ineffective searching saved; but the successful candidate generated £200K in their first six months.
Case Study 3
National Gift Card Europe had been looking for candidates for two roles for three months, trusting local agencies with their important recruitment, yet receiving only IT sales CVs.
To find Retail Partnership Manager and Business Development Managers that weren’t IT Sales candidates but had the right experience.
Knowing that pain was setting in, we searched and reached out to our valued network, and then promoted our candidates by using our unique Skylability Assessments.
Within two months we had solved the problem, with both our candidates having been placed and in their new positions. Since then, the CEO has helped us with recommendations and referrals and trusts us implicitly.
The time and value of time attached to a further three months searching; or worse still, the impact on the business should the ‘halo effect’ had set in and our client ‘making do’ with IT Sales Candidates that simply weren’t suitable!
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