Prism Executive Recruitment is delighted to sponsor “Best New Consultancy” category at the 2018 MCA Awards for a further year.
We have a particular expertise in helping high growth SME firms with management consultant recruitment.
But how DO you find great people and future stars to help you grow your business if you’re a smaller, non-branded firm?
Prism has 20 years’ experience in precisely this field. Here are our tips:
1. Network network network
When you don’t have a brand name and saving cash is a priority, people may well join the business based on the founders’ charisma, commitment and vision but only if they get to hear about you. Therefore, make sure your early hires have the same mission as you to evangelise about your firm and spot great people. You might consider incentives (hopefully they won’t need them!). It doesn’t have to be lots of £££ as a great meal at somewhere fancy is a nice “thank you” and much less expensive. There are lots of routes for marketing the firm amongst potential hires of which a LinkedIn presence (blogs, comments, articles etc.) is the best example.
2. Ongoing recruitment
Always be recruiting: really great people don’t come along, conveniently, just when you are about to land a project to staff them on. You don’t necessarily have to hire them immediately but you should always be on the lookout for potential staff.
3. Develop a great candidate experience
There are a multitude of ways you can differentiate yourself from bigger firms. An easy one is to be much better than them in impressing a candidate and making them feel you’re a dynamic organisation with a culture that cares about people.
4. Be clear about your employer Brand and Proposition
You are doubtless good at articulating your USPs to prospective clients and similar thought and care should go to finding great talent. Put yourself in the shoes of the job seeker and give potential candidates compelling reasons to work for you! Brand is important to candidates. In particular, capitalise on the advantages small management consultancy firms can have over large firms: more visibility with clients and employer, big fish in small pond – more scope to have a say/influence, variety, responsibility, not stuck on vast projects, equity?
5. Flexibility
Be flexible: that’s another advantage a smaller firm has. Amongst other things this can mean the type and depth of experience (think: hire character/train skill ) you really need in an applicant, the speed of the recruitment process and what package you can offer (think benefits, especially work/life balance).
6. Recruiters
There are good reasons for considering a specialist external recruiter. They have access to a large database of potential candidates and a much better network than you. They can be an excellent ambassador for your brand with candidates who might otherwise never consider contacting you or responding to your advertisements and LinkedIn approaches. They can help with your Diversity objectives and a good recruiter can also save you a lot of time. And the best news is you don’t have to pay them a penny unless they find someone! Prism Executive Recruitment is one of the most experienced firms in this market and we have a strong understanding of the needs of smaller firms and their recruitment challenges.
For an informal, confidential, no commitment discussion or advice please email Chris Sale, Managing Director on [email protected] or call him on 01344 636 443 (direct line). More information can be found at www.prismrecruitment.com
