A Day in The Life of our Consultancy Division: The Exeter City Futures Case Study
This final blog in the series follows our Lead IoT Consultant, Stuart White and his team as they help Exeter City Futures recruit the people who are changing how cities will work in the future.
You can read about Phase 1, 2, 3, 4, 5 and 6 of this Future Cities recruitment project in our blog.
Recruitment is never as black and white as many outside of the industry think it is. At this level, when you’re helping to build a company, there’s a great deal that goes into implementing a successful recruitment roadmap – especially for an organisation like Exeter City Futures. Exeter City Futures has an ambitious journey ahead of them. They’re paving a way into the future that has never been attempted before. They’re transforming how cities will work, looking at how tomorrow’s smart technology and connectivity can overcome today’s urban challenges. To do that, they’ve needed to recruit people for jobs that have never existed before in a market that has not been proven yet.
As recruitment experts we always knew it would require a different approach. This was not a case of matching CVs to job descriptions. For this to work, we had to look at every single point of the recruitment process – from the strategy to the employment brand.
A Transparant Candidate Experience Gives You Competitive Edge
You can never underestimate the power of candidate experience in recruitment. Done right, it can have an incredible impact on how the brand is perceived in the marketplace. If you want to become an employer of choice, in the face of more established employers offering better salaries in more desirable locations, you need to build relationships with everyone you meet to create the right reputation.
And that’s what we helped Exeter City Futures do.
By creating a strong, positive candidate experience that made our client’s business completely transparent, we convinced a brilliant CTO to leave an enviable position in London for a lower salary out in the sticks (compared to the capital) because he loved the vision of our client. He had seen every aspect of that business and fell in love with the opportunity.
However, when you work in recruitment you need to understand, and appreciate, that a new career in a new location impacts on an individual’s life in many ways. It’s a big ask to expect them and their family to relocate so far. And so it happened that the CTO had to turn the job down because of other factors outside of his control that made the move too great.
But this is where the relationship we’d helped to build made all the difference. This CTO had contacts. He believed in our client’s organisation and where it was headed. He knew it was a great job and so, in effect, became an ambassador for Exeter City Futures.
A Happy Ending
We went back to market, networked through the CTO and found an equally incredible CTO who has now accepted the role. We knew what we were looking for the second time round which allowed us to move fast and secure this great guy for our client.
Recruitment works when you put the time in to get the process right from the start. It pays to be transparent from the very beginning in every aspect, and it works when you build genuine, open relationships with everyone you deal with throughout the journey – whether they become employees or not.
If you would like to know more about how Provide People works with organisations recruiting for positions in IoT (Internet of Things) and smart technology, please contact Stuart White.