Secret Clients and Secret Candidates

When it comes to recruitment in the Financial Services sector at the moment, the desire for secrecy seems to be paramount. In this situation, the need to move quickly seems to apply to everyone.

“The brightest candidates are now coming forward very quickly when they think a restructure is about to start,” explains Bridget Kenny-Levick, Senior Recruitment Consultant at Paul Harper Search.  “Top people have been waiting to see the outcome of restructures; now they are looking at what is available as soon as changes become a possibility. But these candidates still want to keep secret their desire to move, protecting themselves and ensuring they don't become easy targets with their current employer.  In such situations, we have been able to give candidates an idea of what is available and pass their details to clients, without disclosing their identity prematurely.”

“By checking the market and the opportunities available, top candidates are able to get a head start on those candidates who wait and then have to seek new roles along with all their ex-colleagues.”

SECRET CLIENTS
Just as candidates are looking to protect their identities, so are many clients being represented by Paul Harper Search. “Clients need to be careful when recruiting to ensure that inappropriate internal candidates are not forced on them.  This means that many clients are looking to check who is available, without it becoming common knowledge that they are looking to recruit,” believes Paul Harper.

“The need to keep roles secret presents us with an interesting challenge.  We need to spend time understanding the role and then produce a briefing sheet which explains the role and culture within the client organisation, without disclosing their name,” continued Paul.

TREAT CANDIDATES WITH RESPECT
This is the final advice that Paul gives to clients looking to recruit confidentially.  “There can often be delays when roles are being recruited in this way, but good candidates can still be very selective.  If a client keeps a candidate hanging on, changes the role or treats them badly, they can lose interest and will go elsewhere.”

Back to headlines