Candidate Manager

Those of you with keen eye on the recruitment/ executive search industries will have noticed a shift from the classic "360 degree" recruitment model, which some of us longer in the tooth were brought up in.

Back then, it was expected as the norm to do everything from the business development: building partnerships with clients to identify new and future vacancies and then sourcing suitable candidates once the roles were identified, all while ensuring a constant focus on learning about your chosen specialist market(s) and building relationships with a network of "passive" candidates who could potentially be suited to future roles.

This really broad remit still suits some, but it is a fact that many who work in recruitment, don’t enjoy the client facing, business development side of the role and others enjoy the candidate development/ market mapping side less.

It has allowed for/ lead to the cultivation of distinct roles, which play to people’s strengths and at Parker Young, we have already seen the benefit of recruiting a breadth of skill sets to better serve our network.

It is why for our next hire (or hires), we are looking a broad spectrum of experience and while we might not capture it all immediately, we hope that the working with Parker Young could appeal to a number of different backgrounds and experience levels and who have the potential to be great!

Effective candidate research and candidate relationship management will be at the centre of success in this role, which is why we are calling the role Candidate Manager, but we are not fixed on that if you have other suggestions. We thought "The face of Parker Young to all of our amazing candidates" might be too much of a mouthful, but it’s what we want you to be.

We passionately believe that without our wonderful network of candidates, some who have been extremely loyal for nearly twenty years and other who we are just getting to know, we wouldn’t exist. While our approach doesn’t suit everyone, we partner with people who know we value the importance of really understanding them in order to introduce them to the right businesses and we have their back during the recruitment process. Only someone who is truly invested in the work we do, for the right reasons, will share our passion and the resulting success we share with the people we find great to roles for.

That passion for the service we offer and the industries/ clients we represent and our ability to bring the great roles we recruit to life by way of factual storytelling, will often be the difference between attracting the very best candidates in the market and not. Those who choose to engage with us, tell us they do because we our service bucks the frustrating trends they see in the ever more soulless, transactional, automated recruitment experience they encounter.

So do you think with the right support and guidance, you could join a team of passionate story tellers who embody our core values of Honesty, Integrity and Wisdom to bring our roles to life? Can you actively listen to, understand and assess whether, people are truly suited to the roles we approach them with, not just skill matching, but going deeper to establish all elements of a candidates requirements?

What’s more, we have some exciting news to announce regarding an office move within Yorkshire’s Golden Triangle this year, so you’d need to be able to work from the office three days per week on average.

We introduce the UK's best Sales, Marketing, Digital and HR talent to fantastic businesses in a number of sectors, so if you don't have current/ previous recruitment experience, it would be a distinct advantage to come from a background in one of the disciplines we recruit.

I look forward to speaking to anyone keen to learn more about what an opportunity to work with Parker Young could look like for you.

Many thanks,

Dave Young