Recruiting for Associations

Jason Descamps, EARS FounderAnna Koj, EARS Consultant

27 April 2017, Brussels

EARS – the European Affairs Recruitment Specialists

• Created in 2013 as first recruitment specialist in EU affairs and

became leader in this domain (number of assignments)

• Team comprised of former EU affairs professionals and executive

search professionals

• Covered roles : PA/PR, Regulatory/technical, PM, Admin, Legal

• Large focus on associations

• Unique team setting with recruitment consultants (headhunters),

senior advisors and researchers

Recruiting?What are the options available?

Secondment / member

Selection / job advert

Recruitment / agency

Outsourcing / consultancy

What experience have you had in your organisations?

• What is the practice when you recruit in your association?

• Have you ever encountered issues with the preferred solution?

• What is your view on the different options?

Recruiting for Associations -Specificities

Recruiting experts

● Who possesses the expertise : Associations or Corporations ?

(lobbyists vs technicians)

● Expertise is communication (internal and external)

● Headhunting between Association and Members (vs secondment,

political dimension and risk of bias)

● Recruiting an expert or recruiting a good fit ?

● Can an expert manage an association ? (cf trends)

Secretariat vs Headquarters

Who has the final say on the recruitment process for the Secretariat?

Secretary-General Board

Impact on the recruitment:

• Easier to manage both for an agency or internally;

• Usually quicker – less steps;• More straight-forward: less risks

of internal disagreements;

Impact on the recruitment:

• More complex to manage: multi-level decision-making;

• Can be more lengthy: more parties involved;

• Risks of internal disagreements;

Secretariat vs Headquarters

How to manage a recruitment when the Board is having the last say?

Be aware of what’s your position and who are the parties involved that will be deciding

Be transparent with the candidates and/or the agency about the process to avoid misunderstandings

Ensure the internal structures are in place to both set and simplify the process as much as possible

What experience have you had in your organisations?

• Have you ever felt that a position you were looking to fill in your organisationwas not interesting enough for candidates?

• Why do you think that has been the case?

• What have you done about it?

How to make Associations more attractive for candidates?

● First of all, understand recruitment is sales, not HR● A challenging pulling/pushing exercise (in this order)● Importance of storytelling: give a persona to your association● Know your competition● Have your USPs ready● Tell your own story● WIIFT● Never commit too early● Demystify

How to work with agency : Opportunities and Threats

Opportunities:

● Impact first of all● Choice: actively looking market (5 to 10%) vs whole market● Neutrality/Objectivity (// candidates from membership or

secretariat)● Save time● Confidentiality● Marketing/Branding/Reputation

How to work with agency : Opportunities and Threats

Threats:

● Doesn’t understand the employer● Doesn’t understand the role● Missing the network● Missing the targeting/outreach● Gap between cost and added value● Doesn’t challenge the client● Multilevel contact and decision-making

Trends: an insight from the recruitment market

Increasingly professional

market

Brexit

Merged profiles

Assessment centre

EU not enough

Case studies from the audience