Human Resources

Over the years, we have built a number of established relationships with MNC’s, who were starting to invest more in their HR functions and needed our support. Our clients didn’t fully understand the HR talent market and had little to no established networks to be able to engage with qualified candidates, whereas our strong connections within the HR community, 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 in the past. We are passionate about utilising our depth of relationships to benefit our clients and bring the best opportunities to our candidates.

A great solution for hiring talent into your business quickly and effectively. Whether you’re recruiting for a handful of roles a year or a handful of roles a week, we are here to use our extensive network to find the best candidates for you.

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 48 hours

• Pre-agreed timeline to hire

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

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Carried out by expert researchers, our market maps provide invaluable insight into active and passive candidate communities within specific market areas and aim to help you gain a more comprehensive understanding of your market position.

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

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

Perfect for senior hires or multiple roles requiring similar niche skill sets. We take full responsibility for the entire search – our approach is targeted and specific, we meet and screen all prospective candidates for cultural fit before considering an introduction.

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

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

A cost-effective and time-saving solution to help you treamline your hiring process while maintaining total transparency. We will conduct thorough research on your company’s brand and competitor positioning so we can align your employer brand with your hiring strategy.

Key features:

• Dedicated recruiter imbedded into your business – but also still fully connected to the Argyll Scott ecosystem ​

• Pre-defined SLA’s ​

• Full account management team and regular reviews ​

• 100% focus from the recruitment team​

• Flexible billing structure

Why you’ll love it:

• Cost-saving without quality saving​

• Combined benefits of both the search and RPO model ​

• Search firm brand ambassador and extension of your internal HR / Talent Acquisition team​

• Faster to hire because of the better understanding we have of your business

• Market knowledge and intel to help shape your hiring strategies and decisions

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