Financial Services Case Studies

1. Our client: A large Financial Services Company

We were invited to partake in the preferred partner process for a large FS company; they had a number of concerns about their current recruitment model including;
• "Recruitment noise” distracting their line managers from day to day business priorities – they valued each "coffee catch up” at over $80
• They had out of control spend with over 30 companies in the last 12 months
• A lack of compliance and ongoing support from recruitment companies
• High turnover
• Poor performers in the business due to poor hires

What they wanted to know from OCG how we could "be commercial” in our approach and impact the capability and competitive advantage of the business. We were successful in winning their business and were appointed their Tier 1 Exclusive provider.  By truly partnering with this organisation we have committed to ensuring a commercial, successful partnership. The benefits already been seen within this relationship are;

• A positive candidate experience which helps to promote a dynamic employment brand to attract the best people
• An understanding of the business that ensures we can identify the right capabilities
• Increased commercial awareness between the hiring managers and recruitment partners for example all meetings have are timetabled, structured and focused on an exchange of business information
• Reductions in the cost of recruitment related activities with a greater return on spend – through account management and utilisation of some of the OCG consulting services
• Effective, committed management of recruitment compliance

2. Research and Sourcing in the Financial Services Sector

Our client is a niche Insurance company with large operations world wide.
The client had advertised themselves for a Finance Manager with extensive Re-Insurance exposure.   Due to the Re-Insurance exposure required, hey had a small response with no candidate having met their requirements.  As a result, OCG Research and Sourcing was engaged.   

• Assignment Specification Development.  Understanding the real job needs.
• Research Strategy Plan.  Developing a candidate profile and a list of potential sources and keywords to search.
• Company List Research.  Knowing Boolean strings, Google secrets and other search engines was important, as was ascertaining up-to-date company directories, published business magazines and resources.
• Candidate Name Generation.  Cyber sleuthing online communities, deep internet mining and other media and communication research approaches undertaken.
• Candidate Qualification.  Confidential phone conversations to screen and evaluate suitability and interest.
• Candidates short-listed for OCG Recruitment Consultant to review.  Consultant further evaluates, selects and shortlists for the client.

End Result was 8 suitable candidates identified, 6 of these were passive / hidden candidates.  OCG short listed 4 and a suitable candidate who wasn’t actively looking was placed by us.