Finding talent in specific regions where few qualified professionals reside is a common challenge amongst firms of all sizes across the scientific field. With 60 different suppliers working on behalf of one company, it may seem that overcoming the talent challenge would be quickly resolved. However, before working with the client, Harba continued to hear through its network that certain positions would remain open. These positions were not being filled, and many candidates were working with Harba and taking competing opportunities.
Speaking to research directors at the company, specific vacancies in research and development were not being filled, and Harba was referred to the businesses managed services provider (MSP) to put its specialist focus to the test.
The program run by the MSP is vendor-neutral, with all 60 suppliers able to fill positions on the client’s behalf. Resumes would be sent in a predetermined format, with no knowledge of which supplier presented a candidate, so no conflict of interest would arise.
Harba found success from the outset: Amongst initial research and development vacancies, 83% of the resumes selected for interview between the 60 suppliers were presented by Harba. Harba’s specialist approach and true focus on scientific talent consulting again worked excellently.
Harba executed and continues to run its talent consulting and recruitment services through a priority process, the Harba Assay. It is a detailed process focusing on introducing qualified candidates to clients quicker than anyone else, has increased retention after hiring, and has provided a greater interview-to-hire ratio.
The Harba Assay puts each candidate at the center of the process, aligning a professional’s desires with specific opportunities. Through diligent research and using Harba’s propriety recruitment technology, Harba ensures there’s hard data behind what’s happening in today’s talent landscape. Through consulting with the client, Harba could then position opportunities so that they outshine other vacancies and competing offers on the market. Not only did this bring insights into a search for talent, but it uncovered hidden talent who are not actively searching for a new role.
“We sell our clients better than anyone else because we understand the impact they will be making. We bring the power of our relationship and knowledge of the industry to get people excited about working with client partners.” Wade Franchville, Founder, Harba Solutions.
Yet, of course, this needs to work in two ways. Just presenting opportunities to candidates won’t make the hire a success. A client needs to understand the value each candidate can bring to their operation. Working with the global life science leader is an excellent example of this. Wade Countinues: “We had a candidate that really wanted to work there, he had the experience, but his resume wasn’t up to scratch. We had a genuine conversation with the client about why he would provide so much value. We got him the job, then he was promoted into a new role within six months. They initially didn’t want to interview him, yet we saw talent, and that’s where Harba brings success.”
226
placed contractors: 40% converted to full time employees to the client.
1.64:1
Skills hired for:
Harba Solutions will now consult on a multitude of human capital initiatives, including policies surrounding PTO, talent attraction, talent retention, key man risk, and succession planning.
Although the vendor program continues, several departmental hiring managers have requested that only Harba’s services be used.
Harba will continue to utilize the Harba Assay to fill positions across the business, focusing on long-term initiatives regardless of the length of the contract. This will ensure the client can plan to retain talent or utilize it elsewhere.