With this particular role, the client had actually been unsuccessful in filling the position in their credit team for almost 12 months. Despite having the position out in the market on a contingent basis, no suitable candidates were found, and previous recruitment efforts had fallen short. 

This was an issue for our process because of the following: 

1. The client had damaged some brand strength and as a result faced difficulties in attracting new candidates to this process,. Their brand being weakened as the market had already been saturated with the shotgun approach of previous recruiters. 

2. Re-engaging candidates who had previously expressed disinterest was a significant risk due to the client's lack of visibility towards previously contacted professionals, again due to engaging multiple contingent agencies previously. 

This situation both created a prolonged recruitment process, and also risked an unfavourable perception of the client's professionalism among potential candidates in the market.

Future_find approached the recruitment process with a fresh perspective to overcome the existing challenges. 

a) Instead of relying on basic headline searches across job titles and industry sectors, we implemented deep searches focused on key responsibilities and specific jargon associated with the financial products offered by the client. This targeted approach required in-depth knowledge and enabled us to identify candidates with the necessary credit skills related to the relevant finance products.

b) During our conversations with candidates, we identified a crucial factor impacting candidate attraction—the salary budget. Through consultation with the client, we recommended a slight increase of approximately 10% in the salary offered, making the position more competitive and appealing to potential candidates in the market.

c) We utilised a network of known professionals in the space for referrals. Giving us access to a much more exclusive pool of candidates.