Background
Client: An executive search firm specialising in corporate development roles.
Challenge: The firm received a high-priority brief to source multiple corporate development positions. However, the in-house research team were on annual leave, leaving a significant resource gap.
Objective: To fulfil the client’s brief on time by sourcing and engaging passive candidates for the corporate development positions.
Solution
The owner of the executive search firm sought external assistance to bridge the gap. My role was to provide passive candidate mapping and outreach services.
Approach
1. Passive Candidate Mapping
Research: Conducted thorough market research to identify potential candidates who fit the criteria for the corporate development positions.
Database Creation: Compiled a list of 241 passive candidates, categorising them into different levels of experience (junior, mid-level, senior).
Technology Utilisation: Used advanced search techniques and tools such as LinkedIn Recruiter, Boolean search strings, and industry-specific databases to find suitable candidates.
2. Candidate Categorisation
Experience Levels: Classified candidates into three main categories:
Junior Level: 0-5 years of experience
Mid-Level: 5-10 years of experience
Senior Level: 10+ years of experience
Skill Sets: Ensured each candidate was categorised based on their specific skill sets relevant to corporate development, such as M&A experience, strategic planning, financial analysis, and business development.
3. Outreach Strategy
Personalised Communication: Developed tailored outreach messages for each category of candidates to maximize engagement. Messages highlighted the exciting opportunities and potential career growth associated with the roles.
Multichannel Approach: Utilised various channels to reach candidates, including email, LinkedIn messages, and professional networking sites.
Follow-Up: Implemented a structured follow-up process to ensure no potential candidates were overlooked.
Implementation
The implementation phase was conducted over a four-week period with the following steps:
Week 1-2: Mapping and Categorization
Completed the identification and categorisation of 241 passive candidates.
Prepared personalised outreach templates for different candidate categories.
Week 3-4: Outreach and Engagement
Executed the outreach campaign, sending personalised messages to all identified candidates.
Tracked responses and engaged in follow-up conversations to maintain candidate interest.
Scheduled preliminary interviews for interested candidates with the client.
Results
The outreach campaign yielded excellent response rates and positive outcomes:
High Engagement: 68% of the approached candidates responded positively to the outreach.
Candidate Pipeline: Successfully built a robust pipeline of potential candidates across all experience levels.
Client Satisfaction: The client was able to proceed with interviews and assessments without delays, ensuring the brief was fulfilled on time.
Placement Success: A significant number of positions were filled from the passive candidate pool, demonstrating the effectiveness of the passive candidate mapping and outreach strategy.
Conclusion
By leveraging my expertise in passive candidate mapping and outreach, the executive search firm was able to overcome the temporary resource gap caused by their in-house staff's annual leave. The structured and strategic approach not only ensured timely fulfilment of the client's brief but also highlighted the value of proactive talent sourcing and engagement in executive search.