Who we are
We are a specialist, knowledge-based recruitment
firm, with clients from banks to management consultants, from startups to
SMEs, from accountancy’s Big 4 to the FTSE 100.
All have one thing in common. Their success or failure depends on their
people. The all-time #1 annual report platitude - ‘Our people are our
most important asset’ -turned out to be true.
Good people are hard to find. The right people, even harder. And finding
the right good people has never been so crucial. In an era of ever more
rapid change, ever more intense competition, companies find key
capabilities quickly, or get left behind by peers that do. It really is
that simple. Businesses today need flexibility, responsiveness and real
expertise. They need us.
We are Goodman Masson. And our business is the single most important
factor in any business. People.
What
we do
It’s all about getting the right people in the right
positions. Which is great for clients and for candidates. But how do you
go about achieving that?
Traditionally, by playing a numbers game. Throw enough CVs at the wall and
some of them are bound to stick. Sure, clients grumble about the wasted
time and effort involved in interviewing people that just aren't right,
while candidates traipse miserably from one interview to the next, doing
their best, getting nowhere fast.
We think clients, and candidates, deserve better.
Something as emotionally charged
and commercially important as getting the right people into the right
positions demands something a bit more sophisticated than the scattergun
technique which is inefficient for clients, unfair to candidates, and a
waste of everyone’s time.
We believe there’s just one thing that makes the difference and makes us
different. The one thing that helps you find clients the candidates they
need and candidates the job that really suits them. Knowledge.
How we do it for companies
They say it’s not what
you know, it’s who you know. Actually, it’s both. And more. It’s
what you know, and who you know – and what you know about them.
Such as…
Do you know the client’s
industry?
-
Is it booming, or going
through a rough patch?
-
What are the key success
factors in their game?
-
Who are the big players and
how did they get to be big?
-
Who’s up and coming, and
why?
Do you know the client’s
company?
-
Their structure, their industry
ranking, their recent history?
-
Their successes, their
failures, their strengths and weaknesses, what makes them unique?
-
Do you know their culture, their
reputation, whether they’re pretty laid back or all wear ties and suits
and nice shiny shoes?
Do you know the client?
-
Does he have a sense of humour,
a puritanical streak, a thing about long hair?
-
Is she into East Enders or the
opera - or both?
-
What team does he
support?
-
What paper does she read?
-
Does his son play bass in a
punk band at school?
-
Does he listen to Radio
4/colleagues/advice?
The better you know
your client and their concerns, the company and its culture, the position
and its requirements, the more likely you are to send just the right
person.
How we do it for candidates
As for clients, so for candidates. The better you
know them, the better your chances of getting it right.
Of finding them a job where they’ll add value. One where they’ll be
happy. One where they’ll achieve their full potential – and use it to
benefit their employer.
Obviously a very important part of that is to really checkout their CV. No
client wants to waste time with candidates without the right basics:
degrees, professional qualifications and the like. But as with the client,
the basics are just the starting point. As with the client, you also need
to build a broader, deeper picture.
-
Do you know what they want?
-
Do they?
-
Do they know what they’re
good at - or what they might be?
-
What can body language tell
you, or tone of voice, or conversational digressions.
-
Are they modest or boastful,
loud or shy?
-
Do they volunteer ideas or
simply answer questions?
-
Do they smile, laugh, seem
interested, engaged, confident?
-
Would they be fun to have
around? Who might think so?
-
Where, ultimately, would they
fit right in, be happy, and add real value?
Using knowledge
For the client
Clients know their business better than we ever
could. But they don’t know what we know. And our experience and our
perspective can boost their knowledge in many genuinely valuable ways.
For the candidate
The
more we can help them, the more desirable they become. Our expertise can
mean a better job, a more fulfilling career, a better future altogether.
For you
The
more you know, the more value you add to Goodman Masson - or anyone else
for that matter.
Empower yourself
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