Case Study:

Benefits of working with a specialist recruiter

You are Not on our PSL, “But we are a specialist in Occupational Health recruitment”

Situation

Occupational Health Manager calls in and says they are struggling to recruit an occupational health advisor into their team. They are looking for someone to work full time on a Hybrid basis in London, salary £50-55k.

Attended a meeting with OH Manager, Head of HR and Head of Talent. HR and Talent say they struggled to attract people in their first round of recruitment, utilising advertising and their PSL. Their PSL is formed of recruiters specialising in their core business areas, not occupational health.

We explain that occupational health is a small sector where people work on relationships and tend not use job boards or speak to recruiters they do not know or haven’t heard of.

We present them with a shortlist of 4 candidates’ CVs and explained what they are doing in their current role, why they are looking, what they are looking for next and expectations from their new prospective employer and why we think they will be a good match for their role and environment, four interviews requested.

Greys Solution

After the initial conversations with the hiring manager and booking the meeting, we reached out to our London candidates via text message and asked them if they would like to hear more about the job. Within 2 hours we had 34 responses: 15 not looking, 7 wanted a higher salary, 12 people interested. After further discussions with the 12 candidates: 3 did not want to apply, 5 candidates didn’t meet the job requirements as well as the 4 candidates we took to the meeting with us.

At the meeting the client felt that the candidates met their needs in terms of experience, OH qualifications and having the relevant corporate experience. The candidates completed the first interview via video and the client reported back that all candidates came across excellently in the interview, and they felt two of the candidates would be best matched to the team. They requested a final face to face interview with both candidates. After the interview, we met the candidates at the client site and took their feedback, both wanted the job. We met with the client, and they deliberated on which candidate to offer the position, after two hours of discussing the candidates, they decided on which one to offer, we called the candidate and put the offer to them, and they accepted.

The candidate was on a 3 month notice period; we kept in touch with the candidate and client on a regular basis during this time. After the first week the client called in and said the candidate had settled in extremely well. The candidate confirmed this and after three months said that it is the best job they have had because of the team and environment they work in.

The client emailed Greys to thank us for helping them find a tough to fill role with an amazing candidate and said that our knowledge of the industry helped them recruit a position in two weeks that they had spent four months trying to recruit.