Recruiting for Associations - visitbrussels First of all, understand recruitment is sales, not HR A

download Recruiting for Associations - visitbrussels First of all, understand recruitment is sales, not HR A

If you can't read please download the document

  • date post

    14-Jun-2020
  • Category

    Documents

  • view

    0
  • download

    0

Embed Size (px)

Transcript of Recruiting for Associations - visitbrussels First of all, understand recruitment is sales, not HR A

  • Recruiting for Associations

    Jason Descamps, EARS Founder Anna 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 organisation was 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