Human Resources

We had a good number of established relationships with MNCs and giant local corporations, who were starting to invest more in their HR functions and needed our support. Our clients fully understood the HR talent market and have therefore seen the big challenges in hiring HR professionals to match their business objectives and culture. With our strong connection within the HR community, our services act as a powerful resource in helping clients engage with top talent in the market. Our market expertise and global database meant that we could not only reach them but also target passive candidates. We understand that cultural fit is key for hiring in HR, which is why we screen all our candidates and meet them at least two or three times during the recruitment process.

Today, hiring trends are moving away from traditional HR roles, in favour of more strategic, value-add roles, such as HRBP positions and those with Transformation experience. Generalists that can perform all functions are also in demand as businesses become leaner, as are individuals who can use new tech to evolve the HR function. These skillsets usually don’t come from within, so market demand is resulting in high turnover in teams of the best HR professionals.

As a team, we invest significant time in building relationships with our clients and candidates, keeping them up to date on emerging HR trends, salary information and best practice. Our consultants educate the market on the employer proposition of our clients; a particularly useful service for those that have a limited online presence or have struggled to attract the best talent. We are passionate about utilising our depth of relationships to benefit our clients and bring the best opportunities to our candidates.

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Key features:

• We source and secure high calibre talent using innovative, customised search methods

• Dedicated resourcing of 1 or 2 recruiters in your specific disciplines

• Time to hire: 2 to 4 weeks, including search

• Shortlists within 72 hours

• Pre-agreed timeline to hire

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Why you’ll love it:

• Quick and easy access to engaged and active talent

• Reduced time to hire

• Less time spent interviewing

• Less time spent reviewing resumes

Key features:

• Time to hire: 4-8 weeks, including search and shortlisting

• Pre-defined timelines and start date for the candidate agreed as the search is started

• Dedicated recruitment team on each specific search, to ensure a thorough search and all relevant candidates in the market are spoken to

• Weekly updates on your search

• Option to conduct market mapping and report on your brand perception in the market

• Staggered pricing solutions, in line with different hiring phases

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Why you’ll love it:

• You gain preferred access to the best pools of active and passive candidates in your market

• Your experience will be interactive - we’ll empower you and engage candidates towards your brand

• Guaranteed to secure the hire

• Remain anonymous whilst you go out to market

• Easier to plan around a pre-agreed start date

• Ability to spread the cost across a number of weeks or months

​Key features:

• Using both our Regional Research Center of Excellence (COE) and experienced in-country Consultants, we will objectively map niche markets

• Fully bespoke from a location, skill set and seniority perspective

• Proactive and organic for quick access and use

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Why you’ll love it:

• Better awareness of the candidate pools available in your market

• Increased awareness of your employer brand to help you stand out from the crowd

• Benchmark your talent strategy against the most effective in the market

• Gives you the ability to rapidly ramp up and scale down resource

• Successfully headhunt direct competition to your business

• Arms you with the information you need to make a business case on your talent requirements

• Your experience will be interactive - we’ll empower you and engage candidates towards your brand

The challenge:

Our client, a global leader in medical technology, had been struggling to find the right candidate for a number of months, despite already engaging other agencies. They came to us with an urgent requirement to fill their permanent HR position within two months.

Our solution:

The obvious talent pool had already been exhausted by previous agencies, so we knew that we would need to target passive candidates as soon as we had the brief. We had three highly recommend candidates already that we knew we could present to the client, but we also targeted those who met the client’s criteria working at their competitors. We sold the opportunity to candidates and arranged quick interviews, keeping the process moving at all times.

The outcome:

• In a final round of interviews there were three candidates, two of which we supplied - both of ours received offers

• The client was embarking on a project that it would have had to outsource at great cost had we not found the leader they wanted in time

• We have since been signed as a business partner and referred roles from other departments

The challenge:

Our client, a multinational consumer goods company, engaged us to confidentially map the market for a Regional HR Director role, to replace the incumbent who was moving back to her home country. They had already spent three months with another agency with no success and it was becoming a time-sensitive issue. They wanted a strategic regional HR leader who had prior country experience within a similar industry and who could implement a diversity programme.

Our solution:

As part of our detailed brief we requested a list of who had been approached by the previous agency, before our research team compiled its initial long list of potential candidates. This list was honed, after face-to-face and video interviews, into a shortlist, with the hiring manager kept fully informed throughout the process with weekly reports, feedback and debrief sessions.

The outcome:

• We screened 53 potential candidates who had not been found by the first agency

• We presented 12 high quality, relevant candidates within just 10 days

• One of our candidates went through the interview process and is at the offer stage

• The client now has a list of 100+ relevant candidates in their pipeline and continues to work with us on other roles

The challenge:

A global technology company was looking for an experienced Head of HR to drive HR change management and expansion. They had engaged an agency for this mandate already, but the original hire had not proven to be a good cultural fit, so they retained Argyll Scott confidentially to map the market for available talent and find a replacement.

Our solution:

We fully mapped the market to uncover candidates that met the specific criteria, using all the tools at our disposal including our internal integrated global database, LinkedIn Recruiter, candidate referrals, and digital advertising platforms.

The outcome:

• We screened 36 candidates, shortlisted 10 CVs, received 7 interviews and 1 offer

• We recruited the Head of HR role within the required timeline, while maintaining full confidentiality

• We consulted the client on their employer branding to attract top talent, despite the confidential nature of the mandate

• The client was so happy with the outcome that they engaged us for a newly created role on a retained search