When we set out to film our new client and candidate case studies, I thought I knew exactly what we’d end up with.
- Three videos.
- Three success stories.
A chance for people to see how Parke Lane People works.
What I didn’t expect was that by the end of the day, I’d come away thinking less about recruitment and more about relationships.
We’d packed a lot into one day. Three interviews, an introduction video and plenty of extra footage. There were a few retakes, the odd blooper and probably more coffee than any of us should admit to drinking.
But once the cameras stopped rolling, something struck me.
Although Gareth, Chris and Neil all came from completely different backgrounds and had worked with me in different ways, they all described good recruitment very differently.
Or so I thought.
The more I listened back to the interviews, the more I realised they were all talking about exactly the same thing.
Gareth’s Definition: Someone Who Is On Your Side
Gareth Ward Head of Business Development at The MGroup, has experienced recruitment from both sides.
Before becoming a candidate himself, we’d already worked together as a client, helping him build his own team.
When the time came for Gareth to make his next career move, the relationship was already there.
One comment stood out.
“Finding a recruiter that is on your side and works really hard for you and opens doors… this is a powerful resource.”
He could have talked about interviews.
He could have talked about job offers.
Instead, he talked about trust.
That reminded me that candidates aren’t just looking for opportunities. They’re looking for someone who genuinely wants them to make the right move, even if that means waiting for the right opportunity rather than the quickest one.
Chris’s Definition: Someone Who Listens
Chris Denton, Partner at The MGroup, has trusted Parke Lane People with recruitment across different levels of the business.
When asked what makes the relationship work, his answer was wonderfully simple.
“Andy listens a lot more than others.”
It’s only a few words, but they say a great deal.
Listening sounds easy.
It isn’t.
Recruitment often moves at pace. Vacancies need filling. Interviews need arranging. Decisions need making.
But if you don’t fully understand the business, the team and where the organisation is heading, it’s very difficult to find the right person.
Listening isn’t something that slows recruitment down.
In my experience, it prevents expensive mistakes.
Neil’s Definition: Understanding Before Recruiting
Neil Hornsby from CSafe highlighted something slightly different.
“He took the time to understand exactly what we were looking for and secured the ideal candidates.”
Again, notice what isn’t mentioned.
- CVs.
- Job boards.
- LinkedIn.
Neil talked about understanding.
Before any recruitment started, we spent time discussing the business, the structure of his team and what success actually looked like.
That conversation shaped everything that followed.
Three Stories. One Consistent Message.
Driving home after the filming, I found myself reflecting on what I’d heard.
Not one person spoke about how quickly we’d filled a vacancy.
Nobody talked about databases.
Nobody mentioned candidate numbers.
Instead they talked about:
- Trust.
- Listening.
- Communication.
- Understanding.
- Long-term relationships.
For me, that’s what good recruitment has always been about.
The placements are important, of course.
But they’re the outcome.
The relationship comes first.
Recruitment Is Different in Every Discipline. The Principles Stay the Same.
Whether we’re supporting a business with its next finance appointment, helping strengthen an HR team or recruiting a commercially minded marketing professional, the process always starts in the same place.
With understanding.
The technical skills may differ, but the questions don’t.
What does success look like?
How has the business changed?
Where does the team need to be in two years’ time?
If you’re looking to strengthen your finance team, you can find out more about our approach to Finance Recruitment Consultancy.
If you’re growing your people function, our HR Recruitment consultancy explains how we support businesses through long-term hiring.
And if you’re looking for commercially minded marketing professionals who can grow with your business, you can read more about our Marketing Recruitment Consultancy approach.
- Different disciplines.
- Different businesses.
- The same principles.
What Filming Taught Me
I’ve been in recruitment for over 20 years, so I’d like to think I’ve learned a thing or two.
Yet that day still taught me something.
I thought we were creating three case studies.
In reality, we captured three people describing what good recruitment feels like.
They weren’t talking about recruitment processes.
They were talking about confidence.
About having someone to challenge their thinking.
About knowing somebody genuinely understood what they were trying to achieve.
That’s exactly what I want Parke Lane People to be known for.
I’ve often said that recruitment works best when it’s consultative.
Listening back to those interviews reminded me why.
Recruitment isn’t really the business I’m in.
Building long-term relationships is.
Recruitment is simply the outcome.