Case Studies
Background:
A small professional services business was hiring its first employee and needed support with the recruitment process within a limited budget.
The challenge:
The business owner felt uncomfortable conducting interviews and was unsure of what questions to ask to effectively assess candidates.
The solution:
We created a bespoke service tailored to the client’s budget and specific challenges.
- Agenda in advance: We provided the client with a set of interview questions and a suggested schedule, which helped put the client at ease and made them feel more prepared for the interviews
- Competency-based questions: We designed scenario-driven questions to establish both skills and values, helping the client understand the candidates’ strengths and weaknesses.
- Led interviews: We arrived early to set up the interview room, suggested a seating plan and welcomed the candidates. We led the interviews with introductions and wrap-ups, giving the client opportunities to ask additional questions or provide input where needed.
- Support with decision: After the interviews, we spent time discussing the candidates with the client, providing perspectives and considerations to help the client make an informed decision on whom to offer the position.
The outcome:
The client enjoyed the experience and felt confident that they had hired the right person for their team. This successful hire has given the business owner the assurance needed to move forward with their growth plans.
Challenges
Willow Family Care, a new children’s residential home in Worthing, needed to recruit, train, and onboard a full team before Ofsted approval — all while managing safer recruitment requirements, unpredictable inspection timelines, and tight financial constraints.
They wanted a process that reflected their values and created a caring, family-like culture from day one — not just a quick hire.
Solutions
People Finding Consultancy acted as Willow’s in-house recruiter, managing every stage of the process from advert design to offer.
- Created values-led adverts and a bespoke online application form
- Managed advertising, screening, applications, feedback and interview coordination
- Designed a self-disclosure form and collated data for referencing and DBS checks
- Introduced a flexible fee structure to support cash flow
- Maintained engagement with successful applicants through pre-boarding communication
This approach saved Willow hours of admin, reduced risk, and allowed the directors to focus on preparing the home for inspection.
Results
✅ Eight excellent recruits in post before Ofsted inspection
✅ Full compliance with safer recruitment standards
✅ Streamlined, stress-free process for the directors
✅ New team aligned with Willow’s mission and values
✅ Home opened on time and fully staffed
Client testimonial
“Working with Sam on our recruitment drive was an excellent experience from start to finish.
Thanks to Sam, we launched fully staffed with eight excellent, qualified recruits — all in time for our deadline.
I would absolutely work with Sam again. She was, quite simply, amazing.”
— Jamie Harrocks, Director, Willow Family Care
Background:
The client sought assistance with the interview process to select a new consultant for their northern office. This was a crucial appointment and the first step in expanding operations at a key location for the business. Choosing the right person in terms of skills and temperament was critical. Despite having hired consultants many times in the past, the client realised the need for fresh perspectives and approached People Finding Consultancy for support.
The challenge:
The client faced the challenge of selecting a consultant with the right mix of skills and temperament to grow their northern office. They needed to differentiate between candidates effectively and ensure confidence in their hiring decision. As a small business, they were cautious about using a recruitment consultant but recognised the need for specialised support in making this key appointment.
The solution:
We provided a bespoke service tailored to the client’s needs:
- Reviewed the Process: We reviewed the CV’s, interview questions and tasks set for interviewees, making suggestions to enhance the process.
- Attended Interviews: We suggested a format for the interviews and led certain sections, providing structure and focus
- Decision Making: We offered insights, asked thought-provoking questions and made recommendations on how to proceed with standout candidates to enable an informed decision.
The outcome:
The bespoke recruitment support provided led to a successful hire for the client’s northern office. The input helped tease out key differences between candidates, giving the client confidence that they had recruited the right person. The client appreciated the involved, targeted and valuable service provided, which was different from their previous experiences with recruitment consultants.
Background:
A recruitment agency was partnering with a national business to hire large volumes of key account managers across the UK. The national business required support due to the high volume of roles and the challenges of a saturated market and turnover within their own team.
The challenge:
The recruitment agency faced significant challenges in headhunting suitable candidates due to the saturated market and the high turnover rate within the client’s business. They needed to find a way to efficiently identify and attract the right talent for these key positions.
The solution:
We provided a targeted headhunting service to support the recruitment agency:
- LinkedIn Research and Outreach: We researched and contacted candidates on LinkedIn who had the appropriate background and met the client’s specific needs.
- Screening Candidates: We contacted and spoke to a high volume of candidates to assess their suitability and progressed suitable candidates to the next stage.
- Feedback and Insights: We provided the agency with insights and recommendations about the current market for this role and the perception of their client’s brand.
The outcome:
We were able to save the recruitment agency many hours of headhunting by providing them with targeted candidates and valuable market insights. This feedback helped the agency recognise the misalignment and lack of value in their current partnership with the national business. As a result, the agency was able to reallocate their time and resources to grow their business with clients who valued their services and aligned with their values.
Background:
The founder of a distribution company, which is currently celebrating over two decades of success in the industry, sought to fill two vital positions: a Business Development Manager and an Operations Manager. However, past recruitment attempts had fallen short, leaving the founder sceptical of external consultants’ ability to grasp the unique aspects of the business and industry.
The challenge:
The company’s primary challenge was to find candidates who not only had the professional skills but also shared the company’s commitment to trust, integrity and honesty. The founder’s reservations about recruitment consultants stemmed from past experiences where the business’s specific needs seemed overlooked in favour of a one-size-fits-all approach.
The solution:
People Finding Consultancy was recommended to the founder as having a different approach. From the initial conversation, the client commented that “it was clear that your methodology is anything but generic”. We prioritised getting to know the company intimately – understanding its operations, values, vision and the nuanced details of the roles to be filled.
The process:
Our strategy was comprehensive and tailored. By focusing on the person behind the CV and the values fit with the company, we shifted the recruitment narrative from ticking boxes to building relationships. We shortlisted CV’s, held 1st stage interviews then organised and led second stage interviews.
The outcome:
We saved the client over 50 hours and were able to make offers to both roles with people who were aligned with the company’s vision and values. This strategic alignment has empowered the company to further its growth, with the founder noting the profound impact these hires have had on enabling them to focus on strategic business rather than getting bogged down in operational details
Background:
A rapidly growing company faced challenges in expanding its creative team. Initially, the company had employed an intern and later hired a graphic designer on their own. However, it became evident over time that the designer lacked the necessary skills for the role and did not align with the team’s values, causing disharmony and discomfort within the team. The company was understandably nervous about repeating this mistake and was keen to avoid hiring someone with mismatched skills and values. Initially, they wanted to rule out candidates that echoed a similar background however, we were able to reassure the client that by thoroughly assessing values, honesty and integrity along with skills, we could find the right person.
The challenge:
The primary challenge was to overcome the client’s fear of hiring the wrong person who might have mismatched values and inadequate skills. The previous experience had made the company cautious and hesitant, emphasising the need for a thorough and reliable recruitment process.
The solution:
We implemented a comprehensive recruitment strategy to ensure the right fit:
- Values and skill assessment: We focused on values and skill demonstration questions during the initial screening and first stage interview to establish a match. This included evaluating candidates’ integrity, honesty and alignment with the company’s values.
- Graphic design task: Candidates were given a graphic design task to assess their practical skills and creativity. This task simulated real work scenarios to evaluate their ability to meet the company’s design needs.
- Efficient screening process: We screened 410 CVs, conducted 18 initial conversations and held seven first-stage interviews. This rigorous process ensured that only the most qualified and well-matched candidates progressed.
- Shortlisting for second interview: From the rigorous screening, three candidates were shortlisted for the second interview, ensuring that the client had a selection of top-tier candidates to choose from.
The outcome:
The recruitment process led to two standout candidates, providing the client with the opportunity to select the best fit for their team. The chosen candidate not only met the company’s needs but also aligned perfectly with the team’s values and within the first month was contributing to wider projects within the company. This successful hire has alleviated the client’s concerns and reinforced their confidence in making strategic hires.
Background:
This client experienced remarkable growth and decided to expand their business development team by investing in a digital marketing expert. Previously, digital marketing was managed via an agency, but it was decided to bring this role in-house to align more closely with the company’s objectives.
The challenge:
The business owner lacked confidence in understanding the skills required for this role and how to effectively assess them, as digital marketing was outside their area of expertise. This uncertainty led to concerns about making the wrong hiring decision.
The solution:
We provided a comprehensive solution to address the client’s concerns and ensure a successful recruitment process.
- Understanding the role: We conducted thorough research on the digital marketing specialist role, analysed market conditions and performed salary benchmarking. By examining similar roles, we assured the client that their expectations were realistic and achievable.
- Networking: Utilising our existing network, we attracted suitable candidates for the role. We also used specific platforms for advertising the position to reach the right audience effectively.
- Interview process: During initial screening calls and interviews, we meticulously assessed candidates’ skills and values. This ensured that only those with the required experience and alignment with the company’s culture progressed further.
- Task-based assessment: We suggested implementing a task-based assessment after the first stage of interviews. This practical test helped evaluate candidates’ suitability and their ability to develop and execute a digital marketing strategy.
The outcome:
People Finding Consultancy successfully identified and recruited a highly qualified digital marketing specialist for the client. The comprehensive approach, from market research to task-based assessments, provided the client with confidence in their hiring decision. The new digital marketing specialist is now leading the company’s digital marketing strategy, contributing significantly to its continued growth and success.
Background:
A leading affordable homeownership property portal faced a significant challenge in filling a business-critical role: Content Lead. With a stretched team, finding the right candidate was crucial to alleviate the workload and prevent staff from feeling overwhelmed. Historically reliant on agencies with mixed success, the property portal was initially reticent but decided to engage our recruitment services following a strong recommendation.
The objective:
The primary goal was to recruit a Content Lead who not only had the skills and experience but also shared the company’s values and goals. This strategic hire would enable the existing team to focus more effectively on their individual goals and support the company’s mission to aid first-time buyers.
The process:
- CV Screening: We screened 255 CVs to identify potential candidates, demonstrating a thorough and comprehensive approach.
- Initial Conversations: From this pool, we shortlisted 18 strong candidates for initial conversations to better understand their skills and fit for the role.
- First Interviews: We held six in-depth interviews to assess candidates’ understanding of the company’s operations, their experience in developing and managing content for diverse audiences, SEO integration and creativity in content presentation.
- Task Assignment: Candidates were given a brief content creation task, simulating real work scenarios. This task was designed to evaluate their ability to produce engaging, informative content and propose innovative ideas for future content pieces.
- Second Interviews: Four candidates were selected for second interviews, where discussions delved into their task responses, creativity, strategic thinking, and alignment with the company’s culture and values.
Our thorough process saved the client approximately 40 hours of their own time, allowing them to focus on other critical business activities.
The outcome:
The decision came down to two standout candidates, making the final choice challenging for the company. The candidate who was selected had other interviews lined up, potentially offering better financial rewards. However, our early-stage discussions had established a strong alignment between her personal values and goals and those of the company. This alignment, along with her impressive skill set and strategic, research-driven approach to content, made her an ideal choice for the role. She was delighted to accept the offer, appreciating the value alignment and the opportunity to contribute to the company’s mission.
The impact:
The successful recruitment of the Content Lead has had a significant positive impact on the company:
- Team relief: The existing team has experienced a noticeable reduction in workload pressure, allowing the manager to delegate more tasks than anticipated. She has greatly appreciated the passion, initiative and innovation the new hire has brought to the team.
- Strategic content development: With a new Content Lead in place, the company has strengthened its content strategy, further enhancing its position as a leading resource for first-time buyers.
- Values alignment: The new hire’s alignment with the company’s values has fostered a positive work environment, reinforcing the company’s commitment to its mission and staff well-being.
Background:
A leading company in the rail, land and marine wastewater management sector encountered significant recruitment challenges. The owner faced numerous unsuccessful recruitment attempts, wasting months and resources on unsuitable candidates, which negatively impacted the company’s growth and its ability to take on additional business. As a business owner juggling multiple roles, he found it challenging to dedicate the necessary time and focus to the recruitment process, which required both operational and strategic input.
The challenge:
- Failed recruitment attempts: Previous attempts to hire both directly and with agency involvement had consistently brought in candidates who did not meet the company’s needs, leading to inefficiency and delays in progress.
- Operational limitations: Balancing day-to-day operations and strategic planning left the owner with little time or resources to effectively manage the recruitment process.
- Growth stagnation: The difficulty in quickly finding the right people was directly affecting the company’s growth plans.
The solution:
Recognising the need for an efficient recruitment process, we offered a bespoke approach:
- Bespoke consultation: The partnership began with an online meeting, followed by a detailed face-to-face discussion to understand the company’s specific challenges and requirements.
- Customised industry research: We conducted in-depth research into the industry, examining trends and salary benchmarks to ensure the position was competitive and appealing.
- Targeted job advert: Created an engaging job advert and strategically placed it in relevant channels, ensuring it reached the appropriate audience accurately.
- Efficient candidate screening: The advertisement received a prompt and positive response, leading to the selection of six candidates for initial interviews, with three progressing to a more comprehensive second round.
- Streamlined interview process: The second round of interviews was organised and structured efficiently, allowing the owner to focus on evaluating candidates without the logistical concerns.
The outcome:
- Quick turnaround: The recruitment process was significantly accelerated, identifying suitable candidates within a short timeframe.
- Operational relief: The owner was relieved from the recruitment process, enabling him to concentrate on strategic and operational growth areas.
- Strategic team expansion: The second interviews highlighted two exceptional candidates with the owner stating “I could easily offer both, this is such a tough choice”. Eventually, one candidate was chosen, perfectly aligning with the company’s values and growth plans.
- Increased customer satisfaction: The owner was highly satisfied with the recruitment process, its efficiency and the significant time and stress saved, allowing the company to scale its operations and meet ambitious growth plans.
Testimonials
Sam recruited me for a role as Sales Manager at 2tech in October 2023. From the first communication we had Sam was clearly proactive, positive & professional and someone I was keen to work with. Sam’s support and help through the recruitment process was brilliant and I knew she was with me every step of the way – she showed integrity which is so important in business.
I would be happy to recommend Sam to anyone looking for a strategic recruitment partner, she’s a clear leader in this field.Toby DaviesSales Manager at 2Tech LtdI have worked with Sam for years as an HR professional needing help with both hit-the-ground-running short-term admin staff and permanent hires. Her professionalism is second to none. Her attention to detail in really listening to what I needed for each assignment and then providing that exact person meant I never needed to look elsewhere for recruitment support. Add to that her personable approach and sense of humour, Sam has been a pleasure to work with and I look forward to many more years of our continued partnership.
Kim PayeHR Director & Women in Games AmbassadorSam’s ability to connect with others is a superpower she has used throughout her career. She is a brilliant listener, will go above and beyond to get to the root cause of any business problems or areas needing support and come up with practical resolutions. She isn’t afraid to lift the lid and ask difficult questions to understand people better.
Her integrity and ability to learn so quickly means I would trust her to work with me in any capacity. She is an asset on any project, her dedication and work ethic to work with people creating partnerships will continue to evolve her solid reputation in the marketplace.Kirsty BishoppLead Technology Application Manager – SalesforceI’ve worked with Sam as both a candidate and a client and have experienced firsthand her strength in listening to her client’s needs and challenges. Sam took the time to truly understand what I wanted from the next step in my career and placed me within an industry I now have had 7 successful years.
As a client, Sam understood our goals as a business and constructively challenged our processes to shape a streamlined and successful recruitment experience.
I’m lucky to have kept in touch with Sam over the years and to benefit from the wealth of knowledge and passion she has in the recruitment industry.Kylie LamperSam helped us with the interview process to select a new consultant for our northern office. This was an important appointment, and the first step in growing the operation at a key location for the business, and choosing the right person in terms of skills and temperament was critical. Sam was able to suggest questions and approaches which I hadn’t considered, despite having hired consultants many times in the past.
Her input helped us to tease out key differences between candidates, and has given us confidence that we have recruited the right person. I would highly recommend her services if you need support in making key choices with regard to personnel.William BedfordDirector at Landgage HeritageWe’ve been working with Sam recently and she’s been a fantastic help. From placing adverts, reviewing CVs, shortlisting, and stage 1 interviews, Sam has been a great addition to our recruitment team and comes with a wealth of experience to help us get the right person. Her participation in stage 2 interviews was a service I’d certainly recommend! When the need arises in the future, we’ll certainly be calling on Sam’s help once again. We’d have no hesitation recommending People Finding Consultancy to help with the whole process of recruitment!
Mark Wood-Davies
Contact me today to chat through your recruitment requirements and discover how I can best assist you.