Emerald Starfish was referred to a rapidly growing engineering company whose HR function was struggling to keep up with their recruitment needs. The company took the decision to hand over their recruitment at all levels on a 9-month retained basis to Emerald Starfish. We were tasked with increasing candidate retention, a reduction in time to hire and a reduction in recruitment costs. 

 

Emerald Starfish was asked to find a Supply Chain Coordinator for a Manufacturing company in Corby, having met with the MD of this company there were challenges he had faced previously that had resulted in us being referred to him. 

 

The MD highlighted that the problems he had faced previously was the lack of “calibre” of the candidate. Volume was not an issue, but the time spent sifting through the C.V’s and the whole selection process was very consuming to running his business. He stated that even after this he often felt disappointed with the lack of motivation from the candidates and their “can do attitude” 

Emerald Starfish was asked to run a short term recruitment project to design and deliver a recruitment strategy to include the recruitment of 2 administrators, 2 paraplanners and a Talent Acquisition Manager. 

 

The company has high growth plans and needed a recruitment piece to help meet these plans. In the past they had engaged with traditional recruitment agencies which had incurred high costs with little understanding in terms of the culture of the company. The client wanted to use this recruitment piece to ensure that their recruitment plans weren't limited by when the new Talent Aquisition Manager could start. 

 

 

 

The Midlands-based client needed to quickly find high quality candidates to fill three different roles in the fields of renewables engineering and commercial management, in order to support their expansion plans, primarily in Scotland. 

 

 

The client had been advertising directly for this head hunted position for a while and whilst had identified a few potential candidates the client wanted a better understanding of the potential candidate pool and the skills profile available in the marketplace. They wanted to talk to a wider number of candidates that would be interested in the role and fitted the profile for the position.