CERN Case Study: Head2Head
James is a huge believer in the power of an in-house recruitment team and over the past five years has built a team of multi-lingual, multi-domain in-house recruitment expertise at CERN equipped to recruit across its 22 Member and Associate Member States the various competencies required for the operation and maintenance of the Large Hadron Collider.
But what if you could tap into some of this ‘in-house’ type expertise outside? What if you could have access when you need it, where you need it, and fully integrate it that expertise at the right stage into your existing recruitment processes? With a network of former in-house experts and domain experts, HorrexCole seemed to be offering exactly this possibility. Just like the move to ‘cloud computing’ and ‘SaaS’ (‘Software as a Service’) in the IT world which enables you to use as little or as much IT resources as you need, and at a fraction of a cost of traditional methods, – HorrexCole seemed to be offering this style model but in the recruitment space – a sort of ‘ RaaS’ or ‘Recruitment as a Service’.
James had heard positive echos about HorrexCole from referrals from peers in the industry. The model was unique and innovative. “These are people who understand what recruitment is about, the traditional headhunting/agency approach risks becoming a dinosaur”, commented a member of James’s recruitment team.
CERN loves innovation and loves to experiment – the LHC is probably home to the largest scientific experiments in the world! However recruitment isn’t an experiment – the C-level recruitment James had in mind couldn’t afford to fail. His in-house team was juggling with a tsunami of engineering posts, and this post was urgent. He therefore took the dual approach of calling upon HorrexCole in parallel with headhunters.
One of the advantages of HorrexCole brought, was that they adapt their processes to suit your needs. You can use as little or as much expertise as you require. James wanted candidates to be found, identified and then directed thru the standard CERN recruitment channels (ATS, video-interview etc.). Headhunters have their own processes (they interview, prepare a dossier & try and justify why their candidate meets your needs) and often offer limited flexibility (you can end up spending time trying to justify to them why their candidates don’t meet your needs).
Furthermore – the costing model with HorrexCole is cost-effective and manageable – what you pay is in direct proportion to the effort put-in. No commission, up-front fees or variables which depend on the final package of the selected candidate.
Ultimately at CERN the final stage is decided by a panel interview and at the final panel interview we had 2 candidates CERN found, 2 candidates found by the HeadHunters and 1 candidate found by HorrexCole, with the latter being selected by CERN in the end.
Although CERN attracts around 40,000 applicants per annum, in recruitment its quality not quantity that counts. HorrexCole provided an innovative and targeted solution that in this case was critical to the success of this C-level recruit.