Helping Businesses Grow: How Collingwood Transformed a Client’s Recruitment Strategy

Collingwood is dedicated to helping companies grow by ensuring they attract, engage, and retain the best talent available. However, recruitment is not just about finding the right candidates; it is also about ensuring that businesses themselves are well prepared for the process. Many assume that well established companies have a robust recruitment strategy in place, but this is not always the case. Sometimes, even industry leaders lack the basic knowledge or the right approach to interviewing and hiring candidates effectively.

Recently, we worked with a client who needed to recruit a Business Development Manager, a position with the potential to evolve into a leadership role within two years. From the outset, our interaction with the client was positive. They were enthusiastic and provided us with a comprehensive briefing on the role, detailing the challenges they had faced in previous hiring attempts. One particular concern they shared was that a previous hire had used the role as a stepping stone into a larger competitor, leaving them after less than a year. This had left them feeling cautious about their next hire, and they sought our expertise to ensure the same mistake was not repeated.

Our process began with identifying and thoroughly vetting five strong candidates, each with longstanding tenures, aligned career aspirations, solid reputations, and industry expertise. Before the client’s initial interviews, we provided detailed feedback and guidance to help them navigate these crucial meetings. However, despite our preparations, the first round of interviews was a disaster.

Two candidates withdrew from the process after experiencing an unexpectedly rigid and outdated interview style. Another candidate was rejected by the client due to their interview demeanour, which had become irritable in response to the interview approach. The remaining two candidates also found the interview process challenging but were open to proceeding further. We later discovered that the client had conducted the interviews in a Victorian style manner, including a surprise technical test under exam conditions, which we had not been informed about. This not only made a poor first impression but also discouraged strong candidates from moving forward.

Recognising the issue, we took the initiative to visit the client and discuss the feedback from the candidates. We were unsure how they would receive our constructive criticism, but it was imperative to address the issue for the sake of the candidate experience, the client’s employer brand, and our own credibility as recruitment partners. Fortunately, the client was receptive. They had not realised that their approach was outdated or unappealing to candidates and were keen to improve.

Through our discussions, we helped them understand the importance of a structured but engaging interview process. A recruitment process should not be an interrogation but a two way conversation. It is not just about assessing a candidate’s fit for the company but also allowing the candidate to determine if the company is the right fit for them. By modernising their approach and creating a more welcoming interview experience, our client was able to make a significant positive change in their hiring process.

For the second stage of interviews, we introduced a new candidate who we believed was an excellent fit for the role. This time, however, we ensured that the client took a revised approach, incorporating our guidance on creating a more positive and interactive candidate experience. The results were immediate. The candidates responded well to the improved process, and the feedback from both sides was overwhelmingly positive. The client was no longer simply conducting interviews; they were engaging in meaningful conversations with potential future employees.

As the process progressed, we stayed close to the client throughout the offer phase, managing communication between them and the selected candidate. This ensured a smooth transition from offer acceptance to the start date, reducing any potential uncertainties or last minute hesitations. By improving their recruitment process, our client was not only able to secure the right hire but also set themselves up for future recruitment success. They now understand that interviews are not a one sided evaluation but a mutual opportunity to build relationships and create a positive employer brand.

This experience serves as a reminder that no matter how well established a company is, there is always room for improvement in recruitment. Businesses often believe their interview techniques are adequate, but unless they receive honest and constructive feedback, they may be unaware of how they are perceived by candidates. A poorly executed interview process can deter top talent, damage an employer’s reputation, and ultimately hinder a company’s growth. On the other hand, a well structured and engaging hiring process can attract and retain the best professionals, ensuring long term success.

At Collingwood, we are not just recruiters; we are strategic advisors dedicated to improving the entire hiring experience. Our role goes beyond filling vacancies, we help businesses build better recruitment processes that benefit both the employer and the candidates. By fostering open communication and offering expert guidance, we ensure that our clients create a hiring experience that reflects their values, engages candidates, and positions them as desirable employers.

A strong employer brand begins with a solid recruitment strategy. Companies must ensure that every stage of the hiring process reflects their commitment to professionalism, respect, and growth. When businesses take the time to refine their interview techniques and enhance the candidate experience, they will find themselves attracting higher quality talent who are more likely to stay and contribute positively to the organisation’s success.

Moreover, companies should view the recruitment process as an opportunity to showcase their values and culture. A well conducted interview is not just about evaluating the candidate; it is also a chance for the organisation to make a lasting impression. Candidates are assessing the company just as much as they are being assessed. A poor interview experience can lead to negative word of mouth, whereas a well structured and engaging process can enhance a company’s reputation and attract top talent in the long run.

So, when was the last time you evaluated your interview process? Have you ever received constructive feedback on how to improve your approach? If not, it might be time to rethink your strategy. Recruitment is a two way street, and getting it right from the very first interaction can make all the difference. With the right support and guidance, you can turn your hiring process into a powerful tool for business growth, and we are here to help you do just that. By ensuring a positive candidate experience, refining your recruitment methods, and embracing feedback, you can build a stronger, more effective hiring strategy that benefits your organisation for years to come.

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