In appreciation of all our clients and candidates throughout our first 5 years in business, I wanted to share a few of our project case studies highlighting some of the strategic hiring challenges we have looked to address. Please review and comment on the first case study in this series – the one where it all started!
Case Study: US Growth Campaign 2019
Client: Global Technical and Process Safety ConsultancyLocation: Houston, Texas, USA
Key Contacts: CEO, Regional Director
Background
Our client was facing significant challenges in meeting their increasing workload due to a lack of qualified consultants in the region. The project was set against the backdrop of a highly competitive market for technical talent, with operators, EPC’s and other safety engineering consultancies, all vying for the same pool of skilled professionals.
Challenge
The consultancy was at a crucial growth juncture and needed support to expand their team. The following challenges needed to be addressed:
Talent Shortage: There was a significant shortage of qualified technical and process safety engineers in the Texas market, stifling growth.
Lack of Regional Talent Acquisition Support: The client had no dedicated regional recruitment team with the necessary geographical and technical expertise.
Inefficient Recruitment Process: The management team was overwhelmed with reviewing and interviewing unsuitable candidates
Highly Competitive Market: The region's demand for technical and process safety talent was fiercely competitive, with multiple industry players seeking the same skill sets, making it difficult to attract top talent.
Benchmarking and Retention: There was a need to understand local salary and benefits benchmarks to ensure the client could attract and retain the best professionals.
Hiring Needs: The client required at least five senior - principal grade consultants to meet their project demands.
Cost-Effective Recruitment: The client was looking for a cost-effective recruitment process to minimize spending compared to the high fees of US-based recruitment agencies.
Solution
Howl Resources created a tailored recruitment strategy that focused on sourcing top talent while building a strong employer brand in the Texas market. The solution was designed to overcome the challenges and deliver measurable results within a short time frame.
Targeted Talent Pool:
Howl Resources identified and engaged with over 200 passive and active candidates, focusing on technical and process safety engineers based in Texas. The talent pool was expanded to include individuals with regional ties, such as those who had studied in Texas, were born there, or had a strong desire to relocate to the area.
Employer Branding:
To attract high-quality candidates, Howl Resources worked to educate the talent pool about the client’s brand, culture, values, and the exciting projects they were working on. This was an essential part of building the client’s employer value proposition (EVP).
Curated Shortlist:
Howl Resources created a robust shortlist of candidates who were deemed suitable for each required grade. This shortlist was based on technical expertise, experience, and cultural fit with the client's needs.
Market Intelligence (MI) and Competitor Analysis:
Comprehensive market intelligence was provided, including insights into total rewards, salary benchmarks, and competitor analysis. This helped the client understand how they compared in terms of compensation and benefits and what adjustments might be needed to remain competitive.
Weekly Steering Meetings:
Howl Resources hosted weekly steering meetings with the client to ensure alignment of expectations and to keep the project on track. These meetings helped manage timelines, refine recruitment strategies, and address any concerns promptly.
Results
The project delivered exceptional results within an eight-week period, far exceeding the client's expectations. Key outcomes included:
Seven Hires in 8 Weeks:
The recruitment process resulted in the successful hire of seven senior to principal grade consultants, meeting the client’s immediate needs within the projected time frame.
Improved Employer Brand Awareness:
The client gained increased visibility in the Texas talent market, with candidates having a clearer understanding of the client's values, work culture, and career development opportunities.
Clearer Talent Landscape Understanding:
The client gained valuable insights into the current talent landscape, including compensation benchmarks and competitor analysis, which helped inform future hiring strategies and talent retention efforts.
Cost Savings
By partnering with Howl Resources, the client benefited from a more cost-effective recruitment process. Fees were significantly lower than those of US-based recruitment agencies, leading to considerable cost savings.
Project Reflection
The success of the US Growth Campaign in 2019 proved to be a pivotal moment for Howl Resources. The project not only highlighted the company’s expertise in global technical and process safety recruitment but also reinforced the value of a personal, client-centred approach. The campaign demonstrated that a smaller, nimble and specialised recruitment consultancy could deliver exceptional results, unburdened by the costs associated with larger recruitment firms.
The project was a learning experience for Howl Resources, deepening their understanding of regional talent markets and the importance of building strong relationships with both clients and candidates. It also cemented Howl Resources' commitment to its core values of personal connection, accountability and integrity.
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