The role had been open for 2 months, no candidates had passed the technical test and got to the interview stage.
Our client came to us with this role as their usual recruitment network had not been able to find a suitable candidate. We met with the client to understand their requirements and the hiring process, which included a complicated/open ended technical test. Upon receipt of the job description, using a combination of advertising & searching, we screened 5 but only provided 3 candidates to the client within 24 hours. 1 was rejected as they were too front end focused, 1 was invited to take the technical test but wasn’t what they were looking for, and 1 passed the test, was interviewed on the 5th day and offered the job on the spot! We went from spec to offer within 5 days.
Working alongside (competing with!) a Global Recruitment Firm, for 2 roles within a project delivery team. Candidates were scarce due to the buoyancy of the market.
An existing client was looking to expand their project delivery team. We met with the client to understand their requirements which included a technical test. We screened 10 candidates for this one, submitting 8 to the client in a 5 day period. Of the 8 submitted, 2 were rejected, 6 took the technical test. 1 failed the test, with 5 others passing. Of the 5 that passed, 2 were interviewed and one was offered the role. The feedback from the client was that the successful candidate was only invited to take the technical test on the basis of the screening summary I provided. They wouldn’t have interviewed him based on his CV alone. The client has since contacted me to say how well the successful candidate is performing! (It’s also rumoured that the Global Recruitment Firm were told to provide a more in depth summary of their candidates… but you didn’t hear that from us!)
