The multinational organisation in question boasts a vast network of over 35 offices worldwide, spanning across more than 50 countries. Operating as a subsidiary under a larger parent company, the business held a notable reputation in its local markets but faced challenges with under-representation in crucial mining geographies.
The European business unit of the organisation sought the services of Rytons Associates, based on a recommendation from another business unit. Prior to engaging Rytons Associates on an exclusive basis, the company had explored the services of two local contingent recruiters and interviewed approximately five other search firms.
The Initial Challenge
The business unit had recently secured a significant Design and Build contract with a top 5 Engineering operator, involving a vast greenfield project in a challenging geographical location. This project marked one of the organisation’s most substantial endeavours and demanded specific expertise in commodities, knowledge of the local labour market, experience in greenfield projects, and adherence to the standards set by the client. An essential requirement was proficiency in English. Unfortunately, the requisite knowledge was lacking within the current team, and despite multiple attempts with local search firms, they were unable to tap into the local talent pool effectively. Adding to the complexity, the position required swift recruitment and couldn’t adhere to the traditional 6 to 10-week process.
Upon the initial consultation, it was mutually decided that Rytons Associates would embark on a talent search with specialised technical skills across various geographic regions. Instead of the conventional shortlist approach, the aim was to present 10 reference candidates for the organisation to review and provide feedback. Furthermore, the approach involved real-time candidate assessments rather than presenting a traditional shortlist.
Methodology and Solution
Rytons Associates executed an extensive research project that encompassed all major suitable geographies, identifying specific and suitable target companies. We identified hundreds of potential candidates, which were then refined to a list of 150 candidates, tailored to meet the specific requirements of the position. We subsequently initiated outreach to these candidates.
Given that the business had a limited public profile, a significant portion of our outreach phase was dedicated to not only showcasing the job but also highlighting the exceptional opportunity it presented.
Outcome
Rytons Associates successfully identified and interviewed seven individuals, all of whom progressed to the first interview stage with the organisation. Ultimately, one of these candidates received an offer and accepted the role. Additionally, we identified another candidate with a skill set that complemented another project, and they were subsequently hired for the UK business unit.
In a bid to facilitate the transition, Rytons Associates provided support for the candidate’s relocation from South Africa to Europe.