Adobe Stock 95252458
  • Publish Date: Posted over 1 year ago
  • Author:by Steven Wright

Long term relationships and journey of inclusion

​Long term relationships and journey of inclusion. At Gerrard White Consulting we are committed to delivering a first class candidate experience for everybody we work with, which includes those who aren’t successfully placed by us, just as much as those who are. For us it’s about the long term relationship we enjoy building with people, not just looking for a quick win. Testament to this approach was the journey of one of our senior consultants working with a CTO level candidate through a long process for a major UK insurance client. This was a several month, multi-interview process where when finally at the end and the candidate was offered the position, they had a more lucrative career opportunity elsewhere on the table, and as such had to turn our client down. Having built a fantastic rapport and relationship throughout the process, this was a candidate who was very impressed with our process and so committed that when settled into their new role, they would come back and use us for their own recruitment needs in their new position. A few months later the call came, a meeting was arranged and Gerrard White had a new customer in the shape of one the world’s leading investment management businesses. Being an advocate for diversity and inclusion within technology, our new client was interested in the work we had done previously placing women into IT roles. As well as showing our commitment to signing up to the Tech Talent Charter, an initiative that supports diversity in technology, we were also able to demonstrate several other success stories we have had in this area. When looking to make two senior hires within what were two very male dominated technology niches, we had to work together to find a way to attract an even gender pool, and fairly progress the hiring process. These were key hires within their journey of inclusion. Talking through methods Gerrard White had used with other clients we came to the agreement that an equal submission of male and female candidates, with fully gender anonymised CV’s and supporting documentation was the way forward. This would ensure that they are qualifying everybody based on capability, and inviting the best candidates to interview, whilst being completely impartial to gender. Naturally there were challenges, in the shape of the distinct lack of volume of female candidates with the correct technical skills in the market, so a clear market map was drawn up to show that this would be a head hunt only requisition, and as such the expectation on time frames had to differ from those originally proposed. Honesty, and clarity are as important as the subject matter here given the desire to hire relatively urgently.  Positive Outcome Within the promised time-frames and following a rigorous, and completely fair process the client was able to announce two important new hires, one male and one female to join their organisation. This method is something that the client has adopted for their technology hires from now on, and Gerrard White have had the opportunity to support them outside of their direct sourcing methods, making multiple placements in 2021 since and maintaining a positive, mutually beneficial business relationship. If you are looking to diversify your IT talent pool from graduate level all the way up to CTO, we would love to help and be a part of your inclusion journey. Please contact Steve Wright or Kathryn Hunt on 01892 55 3 355 for a chat.

Share this Article
Back to Blogs

Long term relationships and journey of inclusion.

 

At Gerrard White Consulting we are committed to delivering a first class candidate experience for everybody we work with, which includes those who aren’t successfully placed by us, just as much as those who are. For us it’s about the long term relationship we enjoy building with people, not just looking for a quick win.

 

Testament to this approach was the journey of one of our senior consultants working with a CTO level candidate through a long process for a major UK insurance client. This was a several month, multi-interview process where when finally at the end and the candidate was offered the position, they had a more lucrative career opportunity elsewhere on the table, and as such had to turn our client down. Having built a fantastic rapport and relationship throughout the process, this was a candidate who was very impressed with our process and so committed that when settled into their new role, they would come back and use us for their own recruitment needs in their new position.

 

A few months later the call came, a meeting was arranged and Gerrard White had a new customer in the shape of one the world’s leading investment management businesses.

 

Being an advocate for diversity and inclusion within technology, our new client was interested in the work we had done previously placing women into IT roles. As well as showing our commitment to signing up to the Tech Talent Charter, an initiative that supports diversity in technology, we were also able to demonstrate several other success stories we have had in this area. When looking to make two senior hires within what were two very male dominated technology niches, we had to work together to find a way to attract an even gender pool, and fairly progress the hiring process. These were key hires within their journey of inclusion.

 

Talking through methods Gerrard White had used with other clients we came to the agreement that an equal submission of male and female candidates, with fully gender anonymised CV’s and supporting documentation was the way forward. This would ensure that they are qualifying everybody based on capability, and inviting the best candidates to interview, whilst being completely impartial to gender. Naturally there were challenges, in the shape of the distinct lack of volume of female candidates with the correct technical skills in the market, so a clear market map was drawn up to show that this would be a head hunt only requisition, and as such the expectation on time frames had to differ from those originally proposed. Honesty, and clarity are as important as the subject matter here given the desire to hire relatively urgently.

 

Positive Outcome

 

Within the promised time-frames and following a rigorous, and completely fair process the client was able to announce two important new hires, one male and one female to join their organisation.

 

This method is something that the client has adopted for their technology hires from now on, and Gerrard White have had the opportunity to support them outside of their direct sourcing methods, making multiple placements in 2021 since and maintaining a positive, mutually beneficial business relationship.

 

If you are looking to diversify your IT talent pool from graduate level all the way up to CTO, we would love to help and be a part of your inclusion journey. Please contact Steve Wright or Kathryn Hunt on 01892 55 3 355 for a chat.

Latest Blogs

View All Blogs
Kingsbridge Survey
Off-Payroll Reform and how this has impacted the UK Contractor Market

​Kingsbridge has recently released its annual whitepaper, which has revealed some revealing statistics about the contractor market, and what this will look like as we move through 2023. Almost 2,0...

Legal Careers: Getting into a career in law
Legal careers: Getting into (and progressing in) the legal profession without a degree

When most people think about the path to becoming a solicitor/lawyer, they often associate a rigorous academic journey that combines years of dedicated study, a prestigious law degree and practica...

Job Search: tips to overcome anxiety, nerves and self-doubt
Job Search: 9 Steps to overcoming Anxiety, Nerves and Self-doubt

​Job hunting is rollercoaster of emotions - excitement, hope, and anticipation are often accompanied by anxiety, fear, and self-doubt. As recruiters, we understand these feelings and can reassure ...

HCM & HRIS: The Power of Workforce Management
Revolutionising Workforce Management: The Power of HRIS & HCM

​In today's fast-paced and competitive business landscape, organisations are constantly seeking innovative solutions to optimise their workforce management. Enter the world of Human Resource Info...

Not succeeding doesn't mean failure
Not succeeding doesn’t have to mean failure

​It is always fascinating how people’s perceptions of success or failure can vary. This is often determined by how much somebody actually wanted the outcome at the beginning which can often cloud o...

IR35 contractor compliance
Is your Business protected? How to Ensure Compliance in the Supply Chain amidst HMRC's £161 Million Investment

The HMRC are looking to invest £161 million into the private sector to investigate claims, which will ,in part, focus on compliance within the supply chain. With this in mind, ensuring your compli...

Ir35 Image
HMRC lose high profile IR35 tax case

​In news that will be welcomed by the contracting community, Gary Lineker has won his high-profile tax case against the HMRC. The IR35 case, which has rumbled on for several years, carried a tax ...

Ux Ui
Five ways your business can benefit from a UI/UX function

​It is important to understand how critical of a role UX and UI design plays in the success of any business. Whether you are launching an app, website, or software interface, you must ensure it is ...

Ai
The future - Robotics Process Automation (RPA) and Artificial Intelligence (AI)

Robotics Process Automation (RPA) and Artificial Intelligence (AI). How do I even begin to describe the monumental impact these technologies are having on the world? They are absolutely key to the...

Ir35
IR35: The likelihood of HMRC investigations

​As we approach two years of working with the Off-Payroll Rules, it’s time for businesses to prepare for the HMRC’s investigations into IR35 compliance. The ‘soft-landing’ period is over, with the...

Image Adobe Express
How your HRIS can help with recruitment!

​Human resources information systems (HRIS) have revolutionised the way businesses manage their HR functions. With the help of HRIS, businesses can now streamline their HR processes, manage employe...

Psychometric Testing
The Benefits of Psychometric Testing

​Psychometric testing has become increasingly popular in the recruitment process as a tool for measuring the cognitive abilities, personality traits, and job-related skills of job candidates. Psych...

Hris
HRIS & HCM Recruitment and Search Specialist: Connecting the Right Candidates with the Right Employers

​Are you looking for the right HRIS/HCM career, or are you a client needing an HRIS/HCM recruitment specialist?With many years of recruitment and search experience with an emphasis on HRIS and HCM,...