Preparing for the future of HR

Check out the latest data from a report on HR and learn how departments can start to future-proof their operations. 

HR, like many business functions, is changing fast. Companies want their internal teams to do more; integrated programs, upskilling and training, learning and development and ever-more effective recruitment are just some of the challenges teams are facing right now. Improving the candidate and employee experience, developing staff and implementing L&D strategies are all hot topics facing HR leaders right now.

Our video below explores key learnings from the report, and offers insight on how best to approach the hurdles that every HR team is facing in 2019. 

Future-proof your HR and hiring today. Contact us for advice. 

Expertise: Do your recruiters have it?

As well as having access to a global talent pool, Hiring Managers and Talent Acquisition professionals need to know that their recruiter can be trusted to represent their employer brand.

Having sector experience and expertise is particularly relevant here, as knowing the market inside out goes hand in hand with providing a first-class candidate experience.

Our own recruitment and internal philosophies are testament to our commitment to excellence. The fact that we’ve retained clients for 20 years also demonstrates the value we place on building and maintaining strong working relationships. A great deal of this is down to our policy of exclusivity: getting to know clients needs and wants enables us to go the extra mile to exceed expectations.

Sourcing and securing the best candidates means engaging expert recruiters; our 20 years of success across a broad range of sectors and industries demonstrates the level of expertise clients can expect with every vacancy. Our inhouse team speaks 16 languages, and we’ve placed candidates in 53 countries across the globe.

Knowing exactly how to tailor job adverts, anticipating counter-offers and understanding the needs of both candidate and employers within a sector all contribute to making high quality hires who will make a positive impact within an organisation. Rigorous competency and emotional intelligence testing takes place with all of our internal hires, which means we’re confident that our clients are getting the very best expertise for the job.

For Hiring Managers and Talent Acquisition professionals in every sector, having a recruiter they can trust is an invaluable asset. For everything from planned successions to hard-to-fill vacancies, knowing that solutions will be delivered no matter how tough the brief provides not only peace of mind, but a positive impact on an organisation’s performance for years to come.

Watch our CEO Gavin Speirs explain why he values expertise in recruitment so highly, or read the full transcript below.

I think it’s really important that hiring managers can trust recruiters with their employer brand. The brand is really one of the key differentiators as to why any candidate will join an organisation, and I think it’s important that recruiters really take the time to understand that brand, because ultimately, they’re representing the organisation. We will take the time to not only understand the brand, but actually develop with the client a true EVP (employee value proposition): what are the real reasons that candidates will join that organisation?

I’m not sure it’s critical that recruiters need to have experience in the sector they’re hiring for. There’s a lot of discussion around specific sector experience versus good recruiting experience, and at Solutions Driven we’re much more about the latter and making sure our recruiters are true recruiters who can work with multiple different functions and hiring managers. The way that we do that is through our process. I would say we’re more specialist on the process, and the more generalised on the sectors that we work in.

Solutions Driven are experts in recruitment because, A, we’ve been doing it a while now; over 20 years! And B, we come at it very differently from traditional recruiters, i.e. we take every project truly as a project and take the time to understand the requirements and understand what a good or great candidate looks like for that client, rather than trying to fill the job quicker than anyone else.

Hiring managers will notice when they hire an expert like Solutions Driven, first that they will only be involved in certain elements of the process, and really, truly outsourcing the other elements to the recruitment provider. Secondly, they’ll see better candidate communication, better recruiter and hiring manager communication, but more importantly better measurements during that process. They should feel confident that when they have outsourced a project to Solutions Driven, that they’re clear on what to expect.

I think it takes time to build trust between a hiring manager and a recruiter. Recruitment is a sector that sometimes doesn’t have a great reputation and hiring managers will only use recruiters when they’re ‘desperate’, so to speak. However, recruiters should be used in areas where either internal teams or hiring managers don’t have the time or the capability to source their own candidates. It will always take time to build trust, but trust comes through good delivery. For me, it’s about building relationships based on good delivery, rather than good talking.


Contact us today to see how doing recruitment differently could benefit your organisation.

Gianna Legate

Gianna Legate

Content Marketing Specialist

Gianna has degrees in English and Marketing, and spends her days with Solutions Driven researching and reporting on the latest trends and recruitment industry insights.

Recruitment: We Need Less talk, More Action


Clear communication should always be followed by action.

There are few things more frustrating than a role which lies empty, despite recruiters’ assurances that they’re doing all they can to fill it. The truth is, if your role is challenging and your recruiter is operating on a contingency basis then it’s unlikely to be a priority. We do what we say we’re going to, and we don’t stop until the job is done. By pouring our energies into sourcing perfect candidates from the passive market, we’re able to satisfy client requests first time. In fact, 94% of our roles are placed from the first shortlist we send to clients. It’s all too easy to look busy in front of clients, however. We believe that the true test of a recruiter’s mettle lies in the candidate experience. Often overlooked but critical to a client’s employer brand, our unique processes ensure that a candidate is looked after and engaged with from day one. Clients can then reap the rewards that fostering trust and proving a reliable, professional service to candidates delivers – a satisfied, positive new hire. As well as endearing a candidate to the client, this ensures that the client and their employer brand is safeguarded against negative sentiment.

Ultimately, recruiters are engaged to provide a tangible service. Talking a good game will only get you so far before the penny starts to drop, and once a client’s faith in a recruiter is gone, it’s gone for good. Taking pride in sourcing the highest quality candidates and delivering solutions to client problems without having to be chased every other day sounds basic, but sadly it’s far from common in the recruitment industry today.

It’s our belief that clients deserve more than ‘good enough’; they deserve greatness. By never resting on our laurels and continually striving to improve not only our own skills but also our techniques and resources, we ensure that our clients get the very best service, year in, year out. A tangible commitment to innovation and technology, including the latest social sourcing techniques, furthers reassures our clients that they’re getting the highest standard of recruitment available.

Watch our CEO Gavin Speirs outline the reasons why you’ll never experience ‘all talk, no action’ from Solutions Driven, or read the full transcript below.

I think a lot of recruiters can be all talk, no action. I think it’s the way the industry is set up; a lot of recruiters are measured on how they communicate, how quickly they can engage with a client, number of sales calls, et cetera, et cetera. Solutions Driven are much more about the action, i.e. the measurability and the delivery to the client. So for me I think hiring managers find the ‘all talk, no action’ approach frustrating because hiring managers are busy! They have a need in the process, which is usually to find the best candidate they can for the role. Recruiters who continually engage but don’t deliver become really frustrating. A recruiter like Solutions Driven can bring a lot to the candidate experience. We’re really aware that without candidates, you don’t have a business. That’s the reason why we’re in recruitment – to provide candidates with the opportunity to join great organisations. We bring a lot in terms of how we take time to really understand what motivates a candidate. Two, how we can care for a candidate during that process, and three, how we take time to consider their views in the process. Lastly, we consider how we converse with that candidate, and that’s two way – we make sure we understand what they’re looking for out of the process too. For me, a positive candidate journey has a real impact on Quality of Hire. A candidate who feels appreciated and communicated well with during the process, this makes them feel better about the organisation that they’re joining. You want to attract candidates who are doing well in their organisation, therefore you need to treat them correctly in any recruitment process. A positive candidate journey has a big impact on employer brand. I think you can look at tools like Glassdoor etc, where if any candidate has a bad experience, they’re quickly going to give negative feedback. It’s really important that every organisation takes the time to really map out a process and make sure the process is focused on a good candidate journey. I think Solutions Driven’s service is great rather than just ‘good enough’ due to the quality of candidates we provide our clients. A good candidate is one that can fill the job spec, who can do what is required for the role, but a great candidate is one who can really contribute to the success of that organisation and can culturally fit with that organisation’s needs too.  

Contact us today to see how doing recruitment differently could benefit your organisation.

Gianna Legate

Gianna Legate

Content Marketing Specialist

Gianna has degrees in English and Marketing, and spends her days with Solutions Driven researching and reporting on the latest trends and recruitment industry insights.