1. SITUATION: Our client was looking to begin a sustained
phase of recruitment activity across each of its
key business lines and geographies, with three
key objectives:
• Hire forward thinking creative leadership
• Gain competitive insight into specific pools
of talent across the competitive landscape,
including data on compensation levels and
contractual restrictions
• Reduce expenditure on external
recruitment fees
SOLUTION: Zander Search entered into a partnership with
its client to design and deliver an international
sourcing model (ISM) that straddled the roles
of both internal and external recruiters. The
programme was tasked with delivering a
standardized search process to each of the
core business functions and providing them
with immediate and unrestricted access to a
classic, retained search model. As part of this
programme, we helped our client select and
implement a search process management
application.
THE OUTCOME:
Twenty-five separate searches
were begun and completed
during a 12- month period,
each providing specific data
concerning compensation levels
and talent capabilities within
competitive environments.
Dillistone Systems’ Filefinder
database was adopted across
the internal recruiting team and
a database of c.2500 specialists
in trading and technology across
the US, EMEA and Asia was
created. A significant increase
in positive feeling towards the
internal recruiting function was
experienced, with the business
classing recruiting as a “valued
business partner” in its yearly
review. A cost saving of around
$450,000 was documented.
CASE STUDY
DEVELOPING AN INTERNATIONAL SOURCING
MODEL FOR A NEW EXCHANGE
202 Candidates Identified
145 Candidates Approached
Illustration of the life cycle of this project showing how many candidates
were considered at each stage of the recruitment process.
16 Candidates Shortlisted
32 Candidates Interviewed
12 Client Interviews
2
Candidates
Placed
166 Candidates Identified
118 Candidates Approached
Illustration of the life cycle of this project showing ho
were considered at each stage of the recruitm
15 Candidates Shortlisted
24 Candidates Interviewed
10 Client Interviews
3
Candidates
Placed
6 Director
16 Senior Director
Illustration showing the number of searches at each seniority
level during the recruitment process for this project.
Indentified candidates split by global location.
16 Executive Director
11
Managing
Director
Illustration of the life cycle of this project showing how many
at each stage of the recruitment process and from which bus
2
Candidates
Shortlisted
from Banks
1
Candidate
Shortlisted
from Exchanges
7
Candidates
Interviewed
from Banks
5
Candidates
Interviewed
from Exchanges
Cand
Inter
from
57
Candidates
Indentified
from Banks
21
Candidates
Indentified
from Exchanges
114 Candidates Indentified
Search
Successfully
Completed in
7 weeks
21 Searches
Completed
in the USA
19 Searches
Completed
in Europe
5 Searches
Completed
in Asia
6 Director
16 Senior Director
Illustration showing the number of searches at each seniority
level during the recruitment process for this project.
Indentified candidates split by global location.
16 Executive Director
11
Managing
Director
21 Searches
Completed
in the USA
19 Searches
Completed
in Europe
5 Searches
Completed
in Asia
R E C R U I T I N G W I T H I N T E G R I T Y