Recruitment Case study: Finding in-demand candidates with specialist skill sets

This recruitment case study shows how an online recruitment marketplace has enabled this company to reach candidates with specialist experience and skills.

The company:
MCP Group is the leading Producer and Distributor in the world of minor metals and their chemicals. MCP has a workforce of over 350 people worldwide in 8 production sites and 14 commercial offices.

The challenges:
Finding people with relevant skills and experience in their very specialist area had been a problem for MCP Group. In particular, they had struggled to source and attract lab technicians and production supervisors.

The solution:
Using TalentPuzzle enabled MCP Group to access many different agencies that specialise in their area of recruitment, while maintaining control over the terms of business. The net effect was that MCP Group managed to source top quality candidates for hard-to-fill roles, and continues to fill specialist positions through TalentPuzzle.

“I would definitely recommend TalentPuzzle and have already been doing so to others in my network. It’s a fantastic tool because it enables the employer to have more of a stance on what they require. Being able to clearly specify what I expect from an agency has really helped and allowed for the best candidates to be discovered.” – Amy Baverstock, HR Manager at Mining & Chemical Products Ltd

Posted by Virginia


Talent Puzzle Africa launches Version 3.0

Talent Puzzle Africa, Africa's first and largest online recruitment marketplace launches version 3.0 of its platform including a revolutionizing recommendation technology. With this innovation, Talent Puzzle Africa delivers on its promise of making recruitment even more efficient. Based on data collected on its platform, TalentPuzzle is able to recommend those recruitment agencies who are most likely to fill a specific vacancy. This will enable employers to always work with the best agencies, get better matching CVs and reduce overall time to hire.

It is Talent Puzzle Africa’s aim to bring transparency into the agency engagement process.With this new technology, we are enabling employers to identify those agencies who are best suited to fill their vacancies. Our recommendations are based on objective data which is not available anywhere else.”

Talent Puzzle Africa’s innovation is based on performance statistics which the internet platform collected over the past 12months of operation. Each agency has collected an array of data such as number and type of vacancies worked on, CV submissions, interviews and placements. Used intelligently, this enables the system to match effective recruiters to any given job vacancy.

About TalentPuzzle

TalentPuzzle is Africa's first and largest recruitment tendering platform. Talent Puzzle Africa enables employers to put their vacancies out for tender anonymously, and for free, ensuring that they are always working with the best recruitment agencies and on their own terms. Recruitment agencies, on the other hand, get access to an unparalleled stream of vacancies and new client relationships.

Talent Puzzle was launched with the vision to improve the efficiency and quality of the recruitment process. Talent Puzzle Africa guarantees that a fair, market-clearing fee is paid. TalentPuzzle is based on a success-only fee, so no money is exchanged until a successful placement is made. Hundreds of employers of all sizes and across all industries are entrusting their vacancies to Talent Puzzle Africa and are filling them faster than ever before.


Top 10 CV blunders

The TalentPuzzle team bring you our top ten CV bloopers, compiled from a number of sources around the internet.
1. “Please don’t misconstrue my 14 jobs as ‘job-hopping’. I have never quit a job.”
2.“Qualifications: Twin sister has accounting degree.”
3. “Hobbies/Interests: art, music, surfing the net, collecting Happy Meal toys”
4. “I have developed a healthy work-life balance” – on a CV which lists just one part-time job
5. “Two years as a blackjack and baccarat dealer. Strong emphasis on customer relations – a constant challenge considering how much money people lose and how angry they can get.”
6. “It’s best for employers that I do not work with people.”
7. “Please call me after 5:30 because I am self-employed and my employer does not know I am looking for another job.”
8. “Reason for leaving previous position: Responsibility makes me nervous.”
9. “Target Position: Missionary”
10. “My mediocre grades do not reflect my true abilities and standards…My goal in life is to win the Nobel peace prize…Skills: bleaching, pot washing, window cleaning, mopping etc”
Any others from personal experience you could contribute?


How can you identify a good recruitment consultant?

A couple of weeks ago, I read “Recruitgal” Katie McNab’s blog on the mortal sins of recruitment agency cold-calling. As Client Services Executive at TalentPuzzle, I spend most of my time liaising between HR staff and recruitment agencies, and so read with great interest the complaints of one group against the other. I asked myself the question: how do you identify a good recruitment consultant?
What strikes me is that cold-calling in the recruitment industry does no-one any favours. It is often a waste of time for recruitment agencies who should be concentrating on matching candidates to jobs, and, from experience, it seems to give HR staff some kind of allergy to phone conversations in general – even with people who actually are trying to help.
At TalentPuzzle, our aim is to create a marketplace where the recruitment consultants that benefit are the ones who are good at finding the right people for the right positions, and not those who specialise in putting together a smooth sales pitch.
To this end, we’ve been developing a new rating system to more accurately reflect how “good” each agency is. But defining good has started some interesting discussions.
For example, are “good” agencies…
  • …the ones that apply themselves to each role they are working on and persevere until the right candidate is found?
  • Or the ones that specialise in a certain area?
  • Or the ones that know exactly what you’re looking for, and offer a handful of excellent candidates which meet all the essentials.
  • Or the ones that communicate well – highlight any problems with the job spec, are honest when they are unable to meet the requirements, make suggestions about extending the salary range or prioritising certain qualities.
Let’s face it, the BEST agencies do all the above. But when you’re trying to quantify “good” with a scoring or a rating, it’s extremely hard to take in all these factors.
On TalentPuzzle, we’ve decided to take our grading scale back to basics and measure how successful each agency has been at performing the fundamentals of their job: delivering the CVs of candidates that are good enough to be asked for an interview. We will, therefore, base agency ratings on an “effectiveness statistic”:
# Interviews
# CVs
The rating system will compare each agent’s stats with the site average and award them a certain number of stars (out of 5).
Ultimately, however, a simple calculation such as this is always going to fall short. Something we’ve battled with is that an excellent agency could have a terrible rating thanks to a run of bad luck on the site. Bad luck which may come in the form of uncommunicative HR staff, vague job specs, unrealistic sets of requirements or unrealistic base salaries, etc. etc.
My conclusion: that while there are “bad agencies” out there, there are also “bad HR behaviours” which obstruct, rather than facilitate a successful recruiting process. Often, more important than “good recruitment agents”, can be the establishment of “good recruiting relationships” – a challenge for TalentPuzzle, as well as everyone else involved in recruitment, and I don’t think cold-calling has a place in that at all.
This entry was posted in Online Recruitment Blog.


Chip Conley: Measuring what makes life worthwhile

What can you start counting today that is meaningful in your life?

When the dotcom bubble burst, hotelier Chip Conley went in search of a business model based on happiness.He slams our measurement of GDP and suggests we should rather measure GNH ( Gross national Happiness) In an old friendship with an employee and in the wisdom of a Buddhist king, he learned that success comes from what you count.