The recruitment process may be a bit different within every company, but some universal tips can help you prepare for any consulting position. Paul Eastwood, the operations director of Coriolis Consulting, was kind enough to share his insights on how recruiting changes over time and what his advice is for potential recruits.
What is your professional background? How has it served you in your position with Coriolis Consulting?
I have a masters in Management Consulting. Although that prepared me for the analytical side and the project management elements, it did not prepare me to play a leading role in Coriolis, such as the recent move to Australia to establish Coriolis Consulting PTY Ltd. did.
Having moved early in my career from the banking sector into Coriolis where I have spent almost a decade, I can tell you the world has changed a lot in that time. Businesses are thinking differently; though the recession might be the root cause, the outcome is leaner more agile companies. Consultancies need to adopt the same approach to their service offerings. This made me rethink the industry and our service offerings, and emphasized how we can never stop innovating.
Please tell us more about Coriolis Consulting.
Coriolis are a global consultancy specialising in Supply Chain & Operational excellence, with significant experience in the food and ingredients sector.
Our team have an innate need to challenge the status quo, but "why?" alone is no use without "what next?" We believe that our talent,a blend of advocacy skills and technical expertise, enables us to make a compelling case for change based on facts. The change is sustained because your team believe in it, not because it is good practice in "theory."
Because we tie our success as a business directly with the success of our clients, we take on projects we know we can deliver with absolute certainty and to the high level of quality our clients have come to expect. We achieve this by ensuring that the right people from our own organisation and our clients are engaged from the very start.
How do you approach the recruiting process?
First question: is this person going to enjoy working at Coriolis? Then we try to understand their capability to do that.
We recognise we are not a household brand, and that we are being interviewed as much as our interviewees. Ensuring we are prompted with updating people and providing personal feedback when asked is important.
That does not mean it is easy; but we have shaped a robust, challenging and exciting recruitment process.
What are the primary things that you look for when recruiting?
We believe in three-dimensional talent: process, behaviour, and leadership. People should never rely on one attribute alone.
"In everything we do; we thrive on the challenge and we have an inherent need to succeed. We are more than proven methodologies, we believe our three dimensional talent allows us to find solutions where most can not."
What should hopeful recruits never do?
Try to be someone else or tell us they can sing or dance. We will likely ask for a demonstration!
Has your recruitment process changes a lot over time?
Yes, we are continually evolving our process and refining it, what you have for now may not meet your future needs. We have moved through direct recruitment to establishing a sole agreement with a recruiter that understood our needs and finally to employing a talent manager and opening more recruitment channels to drive our local and international growth. The latest channels launched include an employee referral scheme and military leavers.
Do you have any other advice for those hoping to start the recruitment process?
Be yourself. We recruit and develop talent. Our senior team came from within, and we suspect most of future leaders will do the same. We have a vision for the future, and bringing talented individuals into Coriolis will help us deliver this.
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