Human Resource Case Studies
Client requires an HRIS Analyst with exceptional technical and soft skills
A recent client who had not previously had an established relationship with Michael Page Human Resources reached out to us as they were struggling to source a candidate for a newly created, specialist position within their HR function. This job required an individual with technical expertise to support the wider business with the newly acquired ADP Enterprise V5 HRIS system. Furthermore the client required an individual with polish, poise and an ability to communicate and influence effectively at all levels.
Having advertised the job directly and having already reached out to two other agencies, Michael Page Human Resources was engaged on the search and took the time to meet with the client and discuss the requirement in detail. In this meeting expectations were set and a greater level of understanding was gained for the organization’s cultural requirements. Due to the extend of our network and through taking the time to meet all our candidates for an in depth interview we were able to instantly able to identify a past candidate we had met with that we believed would be a great match. At Michael Page, we believe in investing out time in nurturing long term relationships and staying in touch with candidates to support them as they progress throughout their career. In this instance Michael Page Human Resources was able to add value to the search by not duplicating effort and adding an alternative strategy to the search, identifying a candidate the other sources did not have access to.
The candidate was delighted to be offered a career enhancing opportunity and the client was able to secure a candidate who met their requirements and was a fit within their team. A happy result all round!
Entrepreneurial and rapidly growing IT/Media company Needs to Hire first person in Human Resources
The Executive team of a company that had grown in one year from 40 employees to over 100 was in desperate need to hire their first Human Resources employee. The COO of the company posted an advertisement on the internet and within days received hundreds of resumes from candidates with experience at huge fortune 500, or Financial services organization. What they really needed was some one that had worked in both a larger company with structure, but who had also set up an HR function from scratch without support, whose salary expectations were in their "budget". Due to the large response from the ad the COO was reluctant to utilize an Executive Search Firm. The COO decided to engage the HR team at Michael Page contingently to compare "our" shortlist to "his" shortlist. After a consultation with the Manager of the Human Resources team that specializes in the media industry, a shortlist was presented within 48hours. Three of the 4 candidates presented were invited in for an interview and compared to the first group the company had sourced directly. All three candidates from Michael Page were chosen for final consideration, and in the end an offer was extended and accepted by a Michael Page candidate. When asked how the Michael Page short list of candidates compared with the direct shortlist, the COO said it was "Amazing how well the candidates matched up to what they needed" and that the Michael Page candidates we "Exceptional" compared to the list he had sources directly. This company secured a top candidate from a direct competitor that was passive in the market and registered with Michael Page exclusively. The process took 10 business days to complete and the COO immediately engaged Michael Page on several other key High Priority searches. The COO was originally reluctant to find the value in using an agency in a job market with such a large volume of candidates, but in the end realized "Quantity is not Quality".
