A People First Approach to Recruitment
Sagely | Recruitment Consultants
Sagely is a people first recruitment company. They believe in the circular nature of relationships and are dedicated to providing authentic, honest services to our clients. The team specialises in professional hiring and has deep expertise in a broad range of industries and skill sets including Executive/Leadership roles, HR, Sales & Marketing, Finance, Operations, Communications & Engagement and Commercial.
EMAIL louise@sagely.co.nz
WEBSITE www.sagely.co.nz
PHONE 027 247 9393
LINKEDIN @Louise McLean
Panama Square residents, Sagely, are a people first recruitment company. They believe in the circular nature of relationships and, most importantly, they are dedicated to providing authentic, honest services to clients. The Sagely team specialises in professional hiring and has deep expertise in a broad range of industries and skill sets including Executive/Leadership roles, HR, Sales & Marketing, Finance, Operations, Communications & Engagement and Commercial. They have even been known to dabble in IT & Technical Support roles too. For Sagely, it’s all about the relationship with the client and providing a respectful candidate experience.
Having been in the recruitment industry for over 20 years we have worked through most scenarios and market conditions. As many of you will be experiencing, the current employment market is extremely buoyant; meaning that it is highly competitive when it comes to hiring for your business. The Waikato is booming with many companies in growth mode and others moving operations to the area. This means a lot of choice out there for candidates (including your current employees; so be mindful of that too). This growth, combined with the post-Covid effects of closed borders and people not wanting to make a move, means a very competitive landscape in the hunt for candidates. Post-Covid, individuals are still tentative about moving organisations, particularly if their current employer is seen as stable/low risk and has seen them through the uncertainty of Covid (creating a sense of loyalty). Despite a positive economy, when it comes to our own personal future, candidates are still risk adverse.
Having spent a lot of our recruitment careers in talent management and executive search, we focus on hunting out and approaching capability in the market. You can no longer solely rely on advertising a role to find staff; it’s about understanding the capability you need and going after it. You need to spend the time talking to your networks, asking for referrals and proactively approaching people. So remember too, if this is the case, these people will also be on their own journey through the process and they will be interviewing you as much as you are interviewing them.
You also need to move quickly, and while you need to run a robust process, you should not get caught up in wanting to see a set number of candidates. If someone has made the decision to interview with you then you can bet that they are also looking at other roles at the same time. Remember it only takes one, particularly if that one is the right person. Consider benchmarking external hires against the capability you already have in your business; how do they feel when you consider them against your high performers?
You also need to look after and retain your current staff. Trust me, the good ones are probably being called all the time about other roles, so think about what are the hooks that you can use to keep them with you. The cost of rehiring is far beyond the cost of retaining productive staff.
And importantly, if you need to work with an external provider to help your hiring process, make sure you work with someone that takes the time to understand your business and who you feel that you can build a trusted partnership with. A transactional relationship will deliver transactional results.