Why RPO’s don’t work and won’t work in niche sectors
Business leaders pride themselves on promoting individuals through their company, developing their...
by Chris Lewis
Not all your recruitment needs can be conducted in an open manner.
There will be times when you’re in a position where you’re seeking to exit an individual from the business and there is a need to identify their replacement in advance, or perhaps there is a new product you are bringing to market and would rather your competitors learn about it later rather than sooner.
There are clearly other reasons why you wouldn’t want to broadcast a particular recruitment requirement. Don’t think you have to wait until you can openly discuss the sensitivity of the role, there is a way round this!
As a team of award-winning Executive Search consultants our business is bound by non-disclosure and confidentiality agreements. In several cases we have delivered our shortlist of candidates from a confidential search where the candidates do not know the name of our client.
Because our working practice is to be 100% confidential, the two can be run simultaneously, which will minimise disruption and save you time to continue to run your business.
If you have a particularly sensitive role you’d like to discuss but have concerns about replying via email, just give us a call, or call me out of hours on my mobile if you prefer, we can have an initial chat and maybe agree to meet ‘off site’ to discuss in further detail.