Reducing the time to hire from 2 months to 3 weeks

Loosing out on the talent you need can have a major knock-on affect that impacts everything from project delivery to ROI. This was starting to become the case for Encore whose average hiring timeline was 1-2 months. In a candidate short and highly competitive market, this was resulting in missed talent. This kind of thing can also cause some reputational damage in the candidate market – but we ensured this wasn’t to be the case for Encore.

A dedicated account manager was assigned who had a 7 year history helping Microsoft Gold Partners find, attract and retain talent for major projects.

With their knowledge of this niche candidate market, they quickly mapped out the who’s who of the industry through detailed competitor analysis, their own well-established network and regular engagement in the community through sources like the NAV User Group and membership with the IAMCP.

We’d spent some time analysing Encore’s challenges and used market mapping data to uncover some key focuses that would help them attract the talent they needed.

One of the contributing factors to the difficulty in finding candidates was that Encore’s total compensation offerings were very good, but candidates had trouble realizing how large the bonus scheme played into their total compensation.

One approach we took was to showcase the company’s bonus schemes during the candidate qualification stage. We were able to present an attractive proposition that exceeds industry standards, which in turn helped us attract strong candidates who we knew would be dedicated to helping Encore become a success in the US.