In September 2021, we started a new function within our Business Development team. The team already consisted of skilled consultants, who are overall responsible for our client relationships and the commercial aspect of our collaborations. However, we saw an opportunity, to improve our current processes by looking into the details with a clear objective and timeline, to ensure that we provide the best possible service and offerings.
Why Is A Partner Specialist Important?
Introducing the Partner Specialist function has allowed us to put specific numbers to things we perhaps already knew or expected. As the role is project based and market agnostic, our Partner Specialists are able to dig deeper into specific client cases and offer both quantitative and qualitative data, along with tailored recommendations and actions.
By analysing the data from each step in our process, we now know that our offer-to-placement success rate is 85%. We have also been able to put numbers to a range of client specific ratios as part of our Partner Specialist projects. Being able to quantify our likelihood of success and exemplify how certain factors impact this positively and negatively, has allowed us to advise and communicate with our clients in a more substantial way. This was exemplified very clearly with one of our larger clients, where a set of specific actions, based on that company’s specific ratios with us, led to a 400% increase in placements compared to the quarter before.
85% of hiring managers, still rely on their gut feeling when choosing the perfect candidate instead of competencies.
How Is This Going to Impact Our Clients?
By listening to our client’s needs, we can tailor our projects and offerings. We can provide them with recent research and trends that hold immense value when solving certain recruitment challenges. In many of our markets, one of the key challenges is how to attract and retain the best talent.
As part of ‘The Great Revelation’ employees have realised their value, and in turn, what they require from an employer has changed. Combine that with the – rather astonishing – finding that 85% of hiring managers still rely on their gut feeling when choosing the perfect candidate, rather than the candidate’s competencies, and you have a high likelihood of mis-hires.
People across the world will not settle for anything other than the best. Our tailored client workshops have allowed our partners to change and improve their recruitment processes and employer branding to better meet the new market requirements.
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What Are We Doing Differently?
By identifying key market trends and insights, we are able to share our findings with clients and candidates.
As a result, we have seen a greater understanding of the expectations between all parties in the recruitment process. 70% of candidates expect feedback within 24 hours after an interview, and if the recruitment process takes less than 3 weeks there is a 60% increase in having offers accepted. Sharing these insights with our partners has resulted in quicker and smoother recruitment processes, which in return means higher efficiency for us, our candidates, and our clients.
We are now looking forward to this year with our partners and continue to always develop and grow together. If you or your organization, need project support like the above or are just curious to learn more about what we can do for you, please reach out to Malin at mrf@thor-companies.com.
We are also expanding our Business Development team! If you are interested in hearing more about our opportunities, get in touch at careers@thor-companies.com.
