OCG Solutions

Research and Sourcing

As the global war for people resource heats up, so does the need for creativity in recruiters and employers strategies to attract the best talent... especially hidden talent.

With the demand for top talent rapidly outstripping the supply, the ability to fill critical positions quickly will become a competitive advantage for our clients. It is estimated that in the US alone, active candidates are approximately 14% of the workforce, which means that an amazing 86% of the workforce are part of the passive group.

When considering a creative talent strategy, OCG's Research & Sourcing Team has the expertise to ensure you have a timely access to all the talent in the market of your choice - particularly the hidden or unknown talent that is the hardest to reach.

Our Research & Sourcing services include:

A Research Assignment

  • For hard to fill business critical roles
  • For areas of most critical candidate shortage
  • For assignments with a degree of confidentiality

Utilising multiple, unique, 'best practice' research techniques whilst your recruitment consultant progresses down the normal full traditional recruitment methodology. This research is conducted by a fully trained and experienced OCG research consultant, expert in cyber- sleuthing' online communities, deep internet mining search engines and other media communication approaches. Culminating in a shortlist of highly relevant and interested 'passive' talent for further consultant evaluation and selection.

Tapping into this 'passive/hidden' talent not only ensures a suitable candidate is found in cases of talent shortage, but also ensures you have access to all the talent in the market of your choice - not just the 'active' talent.

Market Mapping

You will have positions within your organisation that are in constant demand or volume orientated. Market Mapping delivers you a 'snapshot' of people in similar or like roles. This snapshot enables you to engage in dialogue with a sought after skillset to position you and your organisation as that person's destination of choice when the time arrives. Market Mapping may be a one-off exercise or a programme that is regularly refreshed.

Market Mapping is useful:

  • To map a position across an industry
  • To map various positions within a market segment
  • To talent bank for clients where you approach talent generally for future opportunities on an ongoing basis
  • For a specific recruitment need that a client has, where OCG is not undertaking the recruitment

Our Research Assignment
results are compelling

Research assignments across a wide array of positions have very quickly identified and qualified a large number of 'passive' candidates. These candidates had not, nor would have expressed interest in these particular assignments... in fact, had not heard of them.

Of those 'found', a large percentage expressed further interest in the assignment and went further. This significantly added to the candidates available for selection. You will have the opportunity to have your assignment discussed with 'almost all' who are interested... not just those identified via traditional sourcing methods.

Following are some successful OCG Research & Sourcing case studies:

Automotive Sales Manager

Business Issue:

The client had advertised for a senior sales management role with specific automative experience and exposure to the Public Sector. While they had a good respone to their own advertising, no candidate had met their requirements. As a result, OCG Research and Sourcing was engaged.

OCG Solution:

OCG undertook what has become our 'best practice' research assignment approach of:

  • 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.

Results:

The Research assignment highlighted approximately:

  • 15 candidates with suitable qualifications - of these, all were passive/hidden candidates (not active in the job market)
  • OCG short listed 4.

The successful candidate appointed was a passive/hidden candidate, not looking to change from their current role.

Client Feedback:

"Based on my recent experience with OCG, their Research & Sourcing strategy meets the needs of clients with 'diffcult to fill' roles that don't fit within the traditional advertising or search assignments. OCG offer a well articulated strategy that will serve their clients needs in any recruitment market. OCG provided a professional and flexible service that truly differentiates them from other recruitment agencies and we are extremely satisfied both with our candidate and the market information provided as part of his work."

FMCG Sales Manager

Business Issue:

The client wanted to ensure that the entire market was fully explored for this key role. Although OCG has built up an extensive database of candidates in this role and sector, a multi-disciplined approach was agreed to find a National Sales Manager utilising advertising, database search and Research & Sourcing to fully explore the market. As speed was imperative, it was agreed to simultaneously run each approach to shorten the project lead time;

OCG Solutuion:

Advertising was limited to the NZ Hearld and a limited number of job boards.

The database search was a standard OCG search for the 100,000 plus candidate database filtered on the roles key attributes and experience.

OCG Research & Sourcing undertook what has become our 'best practice' research assignment approach of:

  • 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.

Results:

A long list of candidates was presented to the client that included:

  • 12 passive/hidden candidates from Research & Sourcing
  • 58 candidates from the database search
  • 50 candidates from an external advertising campaign

The role was successfully filled by a candidate from the OCG advertising campaign, with the client satisfied that the full market of active and passive/hidden talent had been thoroughly explored for all possible candidates for the position.

FMCG Site Accountant

Business Issue:

The specific skill set that the client required was highly specialised - it combined both FMCG and cost accounting experience. As a result there were few, if any, 'active' candidates in the marketplace. OCG had searched their own extensive FMCG sector database - the role had previously been advertised but no results came of these efforts.

OCG Solution:

OCG undertook what has become our 'best practice' research assignment approach of:

  • 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.

The names of passive/hidden talent that the Research & Sourcing team uncovered matched the brief/specification accurately. This enabled a significant number of valuable conversations with these candidates who at the time, were not in the job market - they were not looking at job boards, were not 'registered' on any recruitment consultancy database and therefore not aware of the opportunity.

Results

From the candidate list presented, the role successfully placed in a relatively short period of time.

Marketing Manager - Specialist Electronics

Business Issue:

The client, a specialist electronics manufacturer, was establishing a new role - Marketing Manager. The role required a unique blend of skills including marketing, sales support and operational knowledge and experience. OCG Research and Sourcing were engaged.

OCG Solution:

OCG undertook what has become our 'best practice' research assignment approach of:

  • 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.

The names of passive/hidden talent that the Research & Sourcing team uncovered matched the brief/specification accurately. This enabled a significant number of valuable conversations with these candidates who at the time, were not in the job market - they were not looking at job boards, were not 'registered' on any recruitment consultancy database and therefore not aware of the opportunity.

Results

The research assignment highlighted approximately:

  • 4 potential candidates with necessary specialist mix of skills and experience were identified.
  • And a further 10 candidates were identified who had more general attributes for the position.

The client was then presented with a recommended short list and a successful candidate was selected.

Client Feedback:

"The OCG Research & Sourcing tool was an experiment for us. It is one we would definitely use again. We were trying to recruit for a newly created, senior level, specialist role whilst keeping our activties under the radar from a competitor perspective. We also had no idea of the market value for the role as it is fairly rare in NZ..

The Research & Sourcing service we recieved from OCG was both efficient and cost effective, and we really liked the flexibility of being able to select from a menu of service activites. Compared to the normal search methodology, it was much more affordable and certainly as effective. The end result has been some very useful market information around somewhat similar types of roles and the salary ranges they attract, as well as the sourcing of an exciting candidate for a very hard to fill role; a candidate who was not on the market and whom we would definitely not have found had we gone down the traditional recruitment route."

Senior Loss Adjuster Domestic Insurer

Background to the role:

A new position where the client required a senior skill set with niche industry knowledge and leadership capabilities to set up an in house loss adjusting team. They utilised our Research team to ensure that they were tapping into the best talent available in the NZ market with:

  • Technical loss adjusting experience
  • Personal lines Fire & General industry knowledge
  • Proven leadership capabilities

Our Research Strategy:

Based on the client brief and the very niche nature of the position, OCG's Research & Sourcing team selected a smaller group of companies. We researched a wider group of people from the 18 companies selected across key geographical locations within mid to large Insurers and Loss Adjusting firms. Utilising a combination of subscribed databases, online communities, internet and traditional research techniques. This resulted in a confirmed list of 156 passive candidates across 18 companies with the specific title and skill set required.

Results:

We contacted 20 passive candidates from the list, 7 expressed interest and were referred to the recruitment team for further evaluation. Once interest and suitability was established those that were keen to become active candidates for the position were taken through the full OCG selection process. 3 candidates identified by the Research team were interviewed for this specific role, 2 were shortlisted and met the client and 1 of the research candidates was offered and accepted this position. This project was completed by the Research team over a 3 week period.

Feedback:

The client was pleased with the result, the valuable market feedback they received around salary ranges and feedback on their employment brand. By completing the Research Assignment he knew that all options in the market had been looked at.

Major NZ Retail Group

Business Issue:

This major New Zealand retailer identified that there is an ongoing shortage of appropriately qualified candidates in New Zealand to step into retail management roles. This is especially relevant in cases where there is an insufficient level of internal resource.

OCG Solution:

The client identified a number of competing retail brands where they believed the appropriate level of candidate may reside. OCG first had to research these competing stores in each region, investigating the size of each organisation's structure and the names of key personnel and their backgrounds. From there each prospective passive/hidden candidate was discreetly approached and their level of interest was gauged based on motivation to change roles, flexibility to move to a different location and an indication of salary expectation was gathered. From that point, OCG was able to grade each candidate based on their response.

Results:

Marketing Mapping identified approximately 50 suitable prospective candidates into groups that:

  • Were interested in progressing discussions immediately
  • Were seen as long-term talent banking candidates
  • Were interested in a career chat
  • Were not interested in moving

The client was immediately able to contact a large group of 16 passive/hidden candidates, arrange informal meetings in the first instance and then schedule interviews with the company's senior management team. The client initiated a programme of communication with medium and long term passive/hidden talent with an aim to talent bank these candidates. Just as valuable was the market data gathered on competing brands and their organisational structures and remuneration packages.

Client Feedback:

"I would like to thank you OCG for their fantastic work on this Market Mapping assignment. It has enabled us to get a realistic view of retail market salaries at Store Manager levels across NZ and we have been in contact with some excellent candidates who will hopefully be joining our business soon."

Medical Specialists - Market Mapping

Business Issue:

This client has an aggressive growth strategy, both in New Zealand and internationally. They have identified that there is a worldwide shortage of this particular medical specialist role, with New Zealand Universities currently producing only 20 graduates a year from a 5 year Masters programme. There are limited international markets that can supply the equivalent qualifications. The client's objective was to free up their time so that they could concentrate on international candidate sourcing, allowing OCG to take responsibility for New Zealand candidate mapping and maintain regular dialogue with these candidates.

OCG Solution:

The client supplied OCG with an initial list of companies/organisations to begin the Market Mapping process. From there each prospective candidate was contacted and their level of interest was gauged, based on motivation to move, flexibility to move and salary expectations. Once this process was completed, a comprehensive report was presented to the client detailing the candidates level of interest and timing to consider options.

Results:

Market Mapping identified a talent database of passive/hidden candidates that included short-term prospects for immediate approaches, and medium to long term prospects available for talent banking and contact in the future. The client was immediately able to contact some of the prospective candidates, set up candidate meetings and offers extended. The client initiated a programme of communication with medium to long term prospective talent, with an aim to talent bank these candidates. From the candidate feedback, the client was able to gain valuable market information with regards to their employment brand status and market intelligence.

Client Feedback:

"I have found this targeted approach to recruitment essential in today's candidate short market. Talent banking and having someone else do the ground work and research can open up doors to potential recruits both locally and globally. OCG's structured approach and call cycle will keep me in touch with candidates that if not ready now can join the business in the future. I now have time to work in other parts of the business."

Security Industry - Market Mapping

Business Issue:

The client wanted to scope the New Zealand market with a view to entering the marketplace in their specialist sector. As a component of their feasibility, they wished to assess the structure of a key competitor's organisation including regional and national structures.

OCG Solution:

OCG embarked on a market mapping exercise which included a mix of cyber sleuthing and other sophisticated deep internet mining, media and communication research techniques. This enabled OCG to build an indepth overview of the competitor's national and regional organisational structures.

Results:

OCG provided the client with detailed organisational structures including all senior and mid management executives and networks throughout each branch of the key competitor organisations, along with commentary on each. From these reports the client was able to benchmark the competitors organisations against their own and international industry standards. This enabled the client to complete their cost of market entry feasibility study.

Client Feedback:

"As part of our entry into the New Zealand market, we engaged OCG to undertake a Market Mapping exercise. While the initial purpose was to identify key management figures within the competing organisation, we found it valuable in helping us to understand the structure, physical blueprint and business model our competitors where operating under. Through this and other market intelligence, we were able to provide a key input into developing a SWOT analysis for our entry into NZ; demonstrate instant relevance to the New Zealand market and customers because we had a more detailed understanding of how things currently operated than was expected of an overseas competitor; it confirmed the relative strengths of our business model and how we could position our brand and product offering; and it helped to refine our approach to recruiting staff."

Process Computing Manager for NZ Manufacturer

Background to the role:

The company had been actively recruiting this role for 6 month period, including national and regional advertising. OCG's Research team were asked to conduct a Research Assignment to identify whether anyone in the passive market in Australia or New Zealand could be suitable and interested. We needed to find someone who had:

  • Heavy manufacturing / industrial plant experience
  • Process Control Automation knowledge and supporting tertiary qualifications
  • Leadership and management skills

Our Research Strategy:

The Research team selected a group of 35 companies from New Zealand and a smaller sample group of 16 companies from Australia. Our methodology used subscribed databases, online communities, internet and traditional research techniques. We confirmed 89 passive candidates across 51 companies with the specific skill set required.

Results:

We prioritised 28 passive candidates from the names, based on closest alignment with the client brief by title, industry, seniority and online information where available. 5 expressed interest and were referred to the recruitment team for further evaluation. Once interest and suitability was established those that were keen to become active candidates for the position were taken through the full OCG selection process. 3 candidates identified by the Research team were interviewed for this specific role, all 3 were shortlisted and met the client and 1 of the research candidates was offered and accepted this position. This project was completed by the Research team over a 4 week period.

Feedback:

The client felt the project had been very successful and that "we had taken a good brief and fully understood, so it worked really well". He appreciated the consultation and recommendations around researching the Australian and New Zealand market. The market information helped shape their understanding of who was available in the market.