Collaboration is the future of recruitment: Interview with Aaron Davies

Recruitment and sales strategy consulting have surprisingly a lot in common: both areas require motivated and creative consultants who can provide excellent results whilst collaborating with internal teams. Furthermore, both recruitment and sales are integral parts of any organisation’s revenue streams and are often perceived as very competitive lines of business.

Organisations face disruption, uncertainty and change in working practices, but there is also much to celebrate within those. It was such a pleasure to speak with Aaron Davies, founder and managing director of Jurupa, about the current and future opportunities in recruitment.

Watch the interview on YouTube. 

Dr Tuuli Bell: “In both business strategy consulting as well as recruitment, there's often perceived competition between in-house teams and external consultants. There's also a big drive to use only in-house teams. Why do you think this is?

Aaron Davies: “There is a barrier around the perceived cost of that. Another part of this is really all around the control that companies want.

A large shift that's taking place in the last few years in our industry would be the general opening up access to social media channels, whether it's LinkedIn or Twitter. People being able to access job boards that we accessible throughout the industry.”

Dr Tuuli Bell: “What are some of the benefits of working with an external consultancy in recruitment?”

Aaron Davies: “We've been doing this for quite a few years and it's far as I can remember, it's always been a competitive industry, certainly more so in the last few years. However, some of the benefits we offer is our access to great networks, and talent pools.

“We tend to be able to come in and open up those networks, understanding the different nuances between different territories within certain regions of the world.”

For example, for an early stage tech founder who want to grow and scale rapidly in the quickest amount of time possible, with pressure from VCs or funding partners - to do so either trying to do this through their own networks, they may remain a little bit limited in terms of who they have access and who they can talk to. We tend to be able to come in and open up those networks, understanding the different nuances between different territories within certain regions of the world. There are still quite a few people aren't on LinkedIn or social media channels.

It’s something we've been doing very successfully for a number of years. If you're an internal talent acquisition team based out of Mountain View, California, eight hours behind the UK wanting to open an office in Helsinki: by way of example, may be a little bit tricky to access the marketplace, understanding the different kind of cultural aspects of doing business. We believe that we bring a major advantage in terms of our global reach and the different kind of elements.”

Dr Tuuli Bell: “As you said, it's not only about the time zones and time difference. It's understanding the culture, and diversity. With someone new to working with an external consultancy, could you explain how you typically work with a client with an in-house recruitment team, and ensure best practices? What can a client expect?”

Aaron Davies: “We have this phrase: we want to “complement, don’t compete”. There is sometimes an inbuilt natural resistance, so we tried to take a very proactive approach toward getting a win-win outcome. And then by that, we put in a proven methodology of steps. We start with a discovery call which is involving the key figures within HR and the hiring managers. We do that because we want to talk to people that have the pain points themselves that understanding directly what they want to achieve, what have been the challenges so far.

“Complement, don’t compete”

We proactively set a weekly cadence calls so that we're on track on progress and we do have a white label option in our value proposition. What we do is deeper, and thereby uncovering any restrictions that there might be in-house.

We build talent pools and that can mean approaching people over an extended period of time. We also have got an SLA in place, which I think is quite unusual for our industry. And by doing so, we've managed to to build up a selection of very happy, very satisfied customers.”

Dr Tuuli Bell: “That assurance, especially in terms of risk management and continuity, must be key challenges that people face right now. What are some of the challenges you've seen, and your favourite success stories from this time?

“The ending of the furlough scheme will be a big item that many companies, whether they can continue to people on the payroll.”

Aaron Davies: “We have really struggled throughout the story. Very sadly, a number of our customers had to either pause recruitment or make redundancies and, in many cases, that’s been the story of the last six months. We've been inundated with people coming to us. How many people have applied for a job as it's literally been released? Within a few hours you come back to take a new look in there’s been hundreds of applicants for the same job. That's right across the board.

After a very difficult period in the summer, we have seen a gradual move back towards more positive times. The challenges still remain. The ending of the furlough scheme will be a big item that many companies, whether they can continue to keep people on the payroll. The more positive take is that within every difficulty there is always an opportunity. We've noticed that certain sectors, the need to do well, still requires top level talent. For example, anything that requires collaboration, such as we're using to communicate with, right now.

“The more positive take is that within every difficulty there is always an opportunity.”

To answer your question, it is around the candidates and how they have the chance to improve their ability to get a job. We talk to people about the importance of differentiating themselves, how it has become even more critical. At this time, it is all about the adaptability of positioning in terms of how to approach employers when there are far fewer jobs in a very tight industry, or more candidates.”

“For applicants, the importance of differentiating has become even more critical.”

Dr Tuuli Bell: “Let's talk about the future of recruitment and the future of successful businesses today. What does the future hold for successful companies? What are those companies doing right now that you think paves way for future success? 

Aaron Davies: “I think it's all really about adaptability. Companies are using failing to adapt will find it tough to survive.

“AI is going to fundamentally alter the way the candidates are interviewed.”

In terms of the new things that are coming down the track, you've got artificial intelligence across recruitment and tech. It's going to fundamentally alter the way the candidates are interviewed.

We've had many conversations with candidates about video technology. There is still large reluctance to have recorded videos. But even a 30 second pitch to say, “this is me, this is why you should meet with me, this my ROI”. It is digitizing the recruitment process and companies that are doing well, that's one thing that they're actively encouraging.

Also, remote working will be increased. From our perspective in group, we've got a business model where arguably, we can work from anywhere. You need is a secure internet connection with speed and the right tools.

“With remote working, getting jobs may become more democratized.”

Tech as a whole is changing and we'll move more towards remote base. Remote working actually inversely increases opportunities, other than narrows because less of a need for difficult commutes. Getting jobs may become more democratized.

The final point to make and important to remember are the topics of diversity, inclusion and equality. It's very emotive subject but companies that are continuing to develop that discussion and make it part of their policy, are going to be the ones benefiting further.

More diverse teams and more diverse boards are already doing better and posting more impressive results.

In the future, the overall message is that adaptability, inclusivity and more open-mindedness are how things can be done effectively. Keeping that open mind and finding new ways of working but not losing human collaboration.”

More diverse teams and more diverse boards are already doing better and posting more impressive results.

The interview with Aaron Davies is available on demand on YouTube.

Aaron Davies is Managing Director of Jurupa. Aaron says: “We are living in a new industrial revolution where the speed of technological breakthrough is scarcely believable, the unrelenting pace of R&D leaves barely any room for breath and what seemed unthinkable, let alone impossible merely a few decades prior can now be achieved with the tap of a finger. That, my friends is progress.” He founded Jurupa in 2013 with a view on engaging with and forming close relationships with innovative and disruptive start-ups. Outside of Jurupa, he is a lover of all types of music, particularly classical. Aaron’s eBook titled “Exulansis” was published earlier this year on the topic.

Dr Tuuli Bell is founder and management consultant at Tuuli Bell Ltd, and the author of Future of Sales series. She helps growing software organisations to structure their revenue streams, reach their goals, and make a positive change in the world.