The unstable and uncertain times we are living in call for reliability and predictability. The Human Resources industry is no exception here, as it requires looking for stability and effective solutions. Sticking to valuable, experienced sourcing professionals, including Executive Search ones, certainly is one of them. The company to rely on and trust should have dozens of successful projects completed. And this is the case of Sowelo that has worked on HR projects with clients from all over the world. It recruited specialists representing various backgrounds, cultures, and languages.
General-purpose tools and solutions are usually not as efficient as services and companies that are targeted and specialized. And the same goes for the recruitment area. If companies need high-quality manpower, they should use razor-sharp solutions to fit their needs appropriately. For this reason, they ought to seek advice from Sowelo’s experienced Executive Search consultants or headhunters representing independent agencies. They simply focus on the area of their expertise and have huge experience in their work for other demanding clients. This way, they can get good results fast.
Making use of Sowelo’s Executive Search services lets choose customized, tailor-made solutions, perfectly aligned to clients’ expectations. And this is so much different from what regular, in-house, company-based HR specialists usually have to offer. In turn, Sowelo consultants can use their superb experience, market insights, and profound recruitment knowledge, obtained throughout the years. It’s simply way better and faster to get high-qualified employees with their assistance.
Executive Search by Sowelo: reducing the risk
When uncertainties become the new normal, it’s good to seek reliable solutions that have been tried and tested many times. And this is the case of Sowelo which has been on the market since 2007. Within 1.5 decades, it has gone through many difficult situations and market crises and served many demanding clients. And no matter the conditions, it managed to weather all storms and adapt to various circumstances fast. And this gives it a competitive advantage over the majority of HR consultants that simply don’t have the right know-how.
In turn, Sowelo’s experience is truly impressive. During 15 years of its existence, Sowelo Consulting Agency has run hundreds of different projects. Some of them involved finding dozens of highly-professional specialists at a time. The company’s clients represent many industries and countries, not only from Europe but also from the US. What’s more, many of these customers are returning ones, and they often bring others along.
However, the company is versatile and flexible enough to also use the expertise it gained when delivering other services. Apart from Executive Search, these are IT Contracting, Recruitment Process Outsourcing, Talent Market Mapping, Recruitment Process Assessment, and Employer Branding. Various kinds and models of cooperation are possible as well as the number of services in the mix.
Executive Search by Sowelo: more advantages of making use of it
What clients may always count on are the Sowelo consultants’ engagement and high work ethic. They always try to find the most effective tools for a given case – out of many solutions they have mastered. On one hand, they have access to a powerful Applicant Tracking System and other kinds of supporting recruitment software. On the other, they have a huge amount of information and the ability to make reasonable decisions fast. They can easily source a truly outstanding candidate even if this person didn’t include the right keywords in the CV.
And this ability is a crucial one as it saves a lot of time for all the people involved in the project. Thanks to many years of experience, Sowelo headhunters know how to identify red flags in applicants’ resumes quickly. This way, they can exclude them at an early stage. The bottom line is that improper candidates, don’t even make it to the phase of job interviews with the recruiter. And when a recruitment meeting takes place, Sowelo’s Executive Search consultants can assess candidates lightning fast.
It’s enough for them to spend a while with any applicant to know what kind of personality this person represents. They just observe candidates perceptively and analyze what they see profoundly and meticulously. They take into account how applicants behave, what they speak, and what their body language is. This way, they save clients huge amounts of money hiring the wrong people may entail. Bad hires are a huge burden to many organizations and that’s why companies should avoid them at all costs.
Bad hires – a huge threat to the organization’s stability
Recruitment failures are not only limited to the cost of a few months’ salaries; the stake is much higher. What’s also on the list are more far-reaching results such as productivity losses, morale worsening, or reputation flaws. Lack of innovativeness and progress as well as undermining the company’s image are also possible. What’s more, a newly-employed person may turn out to be a fraud and steal money or other resources. Another option is passing vital confidential business information to competitors. And this may affect the company’s future greatly.
Usually, it’s not that bad. And the person in question turns out to be just lazy, dishonest, unreliable, or difficult to work with. And such a wrong attitude is the main cause of problems with the newly-hired. As much as 89% of hiring failures result from it. These issues include the inability to accept feedback or modify own behavior as well as insufficient motivation or emotional intelligence. In turn, only 11% of such failures are due to technical skills shortages, a Leadership IQ study showed.
The truth is, however, that many business owners or managers are unaware of the all-encompassing, grave consequences bad hires entail. And the majority of regular recruiters just ignore warning signs they receive e.g. during job interviews. These might be arrogant behavior, bitterness toward former employers, unkind comments about prior colleagues, etc.
82% of hiring managers had negative impressions about candidates during interviews but overlooked them, the study by Leadership IQ indicated. Many of them just treat bad hires as something inevitable and don’t try hard enough to avoid them. But this isn’t the case with Sowelo’s Executive Search consultants. They provide meticulous research and check on candidates carefully. They stay alert because they know what consequences of negligence in this regard may be for clients.