Aspire Jobs think outside the box for recruitment

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A recruitment consultant often needs to take a different approach ‘thinking outside the box’ for a candidate can lead to success for them, and the client. Here Helen Stacey MD of Aspire Jobs, outlines three case studies to illustrate how it can work.

Jumping ship for a career change

The candidate’s brief

Andy was looking for a complete career change, after spending most of his working life in accounts he wanted to embark on a totally different career in web design. A career where he didn’t have the necessary qualifications or workplace experience for.  With a homegrown passion for web design, development and IT, he spent his spare time breaking apart and rebuilding PCs and creating basic websites.

Andy’s CV was accounts focused and it wasn’t obvious that he was looking for a career in web development, nor did it show off the skills and experience he had in the field, albeit self-taught.

What we did

We got in touch with Andy after seeing his ‘interests’ section on his CV. After a detailed conversation, around how we could collaborate to market him out in the field he wanted to work in, Andy went away to re engineer his CV, taking our advice fully on board.

We were working with a client who was looking for a new web designer. She was finding it tricky to find someone with the right cultural fit, within their limited budget.  We sensed an opportunity, took the chance and made the introduction.

The outcome

Nearly 3 months on, Andy has found his dream role! He has settled in really well and is now growing his knowledge about web design and development.

Helen says “We were delighted to be able to help facilitate a career change for Andy using his homegrown knowledge and skills in the field he wanted to work in. This is a great example of how a good recruitment consultant can see an opportunity and make an introduction that otherwise would have been fruitless had the candidate approached the employer directly. We did a great job here in recognising what could be possible and making it happen.”

It’s time to play the Wild Card

The candidate’s brief

Karen had spent many years within the same company, progressing her way through various administrative and customer focussed roles.  Whilst she loved what she did, when she was given the opportunity to do basic payroll and accounts duties as part of her role, she started to really enjoy the finance element and decided to enrol into an AAT course, in her own time.

Unfortunately, and shortly after doing so, her role within the company was made redundant and with a fully-fledged finance team in place, her employer wasn’t able to offer her the transition she would have hoped for, so she had no choice but to start her search.

What we did

We found Karen’s CV on a job board and contacted her as a ‘wild card’ option, for a payroll and HR administration support role that she was looking to fill.  We know the client really well and though the essential criteria required payroll and HR experience, we knew Karen would be a great cultural fit for the company, even if some of her experience and skills were lacking.

After a positive introduction and a short trial interview, it became very clear that despite the learning curve, Karen was the fit the company had been struggling to find.

The outcome

Karen has successfully joined the company, continues to study in her own time and is settling in brilliantly.

Helen says “the fit we are looking for doesn’t always present itself in the way we would expect.  It often takes a lot of discussion and listening to be able to come up with new ways to fill positions, which can lead to long term success, for both the client and the candidate.”

It’s not what you know, but who

The brief

Heidi wasn’t looking for a new role when we approached her about an area sales role she had taken.  The brief from the client was fairly specific. They wanted someone who was “well networked” with the Dorset Business Community.  We knew Heidi very well and had always thought she would be great in a sales role, so a call was made.

What we did

We briefed Heidi about the role and the client background. Heidi then allowed her CV to be put forward.

We first called the client and explained about the candidate she was putting forward, preparing them carefully about Heidi’s lack of experience in the B2B environment, but highlighting the personal attributes which we thought made her an ideal fit for the role on offer. We asked the client to trust our instincts.

An interview was arranged on the strength of our recommendation.

We briefed an already well researched Heidi and they discussed how the interview was likely to go and the sort of questions that she should ask.

The outcome

The interview went fantastically well. Heidi blew them away and has now been happily working in a great role, smashing targets for over six months.

Helen says “the client probably wouldn’t have looked at Heidi’s CV due to her work background, but as Aspire Jobs knew her experience was transferable and she has the right personality, she got the opportunity to go for the role.  Heidi wasn’t actively job hunting, but she’s delighted with her career change.”

If Aspire Jobs can help you with either finding a new job or filling a vacancy, please get in touch with Helen Stacey www.aspirejobs.co.uk.