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Counter Offers Are Costing You More Than You Think

Thu, 06 Nov 2025 11:18:04 GMT

Why fractional recruiting is helping businesses stay ahead of the curve.

How do counter-offers present a problem?

If you are investing in hiring, you already know how frustrating counter offers can be. You have run a strong process, invested time and energy, and made the right offer. Then the candidate is tempted to stay with their current employer. It feels like starting all over again.

Counter offers are more than frustrating. They are expensive and for many, they are becoming more common as the competition for talent in niche talent pools increases.

At Zatori, we are helping businesses tackle this problem with a smarter approach to recruitment. We call it fractional recruiting. Whether you are building a team, replacing a key hire or scaling for growth, our fractional talent acquisition model helps reduce the risk of counter offers and wasted effort.

What makes the counter offer so expensive?

Let us take a look at the numbers.

One person managing recruitment admin: £260
Four interviewers, two hours each, at £400 per hour: £3,200

That is £3,460 in chargeable time per process. Lose just five candidates to counter offers in a year, and you are already down over £16,000. That is before you factor in delays, stress, loss of momentum and client impact.

This is exactly where fractional internal recruitment starts to pay off. By embedding a trusted fractional internal recruiter into your business, you run better processes, reduce fall-off risk and give candidates a reason to commit.

We have not lost a single offer to a counter offer in 2025

I'm proud we are able to say this but I don't mention it to boast. It's to make counter offers don't have to be successful and plague your recruitment processes slowing down business growth.

It's not luck. It's the result of well-run processes led by experienced fractional recruiters who know how to manage the full talent journey.

From structured interviews to thoughtful follow-ups, we help clients create the kind of candidate experience that keeps people engaged and excited about joining. We are not external agents sending CVs. We operate as a fractional internal recruiter within your team, shaping the strategy and owning the outcome.

This is fractional talent acquisition at its best.

Why fractional internal recruitment makes the difference?

Counter offers tend to happen when candidates feel uncertain or disconnected. That usually comes from rushed interviews, unclear communication or lack of follow-through. Often the hiring process is squeezed between other priorities or pushed to external agencies who are sending the same candidates to your competitors.

With fractional recruiting, you do things differently.

A fractional recruiter from Zatori gives you experienced hiring support without the full-time cost. You get structured process, personal candidate management and proper ownership of outcomes. It flexes with your business and delivers consistent results.

While more companies are starting to talk about fractional hiring, true fractional talent acquisition is still a new and underused strategy. That makes it an opportunity. The companies embracing this model are avoiding common hiring pitfalls and seeing the results in cost, time and retention.

Want to reduce the impact counter offers have on your business?

We have created a free guide that shares practical, proven steps to reduce counter offers in your hiring process. If you want to understand how fractional internal recruitment could work in your organisation, we would be happy to talk.

Martin has been advising businesses in talent acquisition and retention for over a decade. Discuss how you he can help you elevate your strategy, book a call or contact him at martin.wigfield@zatori-consulting.co.uk

The Rise of Fractional Talent Acquisition: What Growing Teams Need to Know

Mon, 04 Aug 2025 12:39:54 GMT

Discover how fractional internal recruitment gives growing businesses access to high-quality, scalable talent acquisition—without the cost or complexity of traditional hiring models.

Why traditional hiring feels so broken?

We often hear trying to grow a team can be challenging. Hiring often can feel like surviving a necessary evil rather than the excitement that comes with growth (which is how it should be).

It feels like a frustrating trade-off between time, cost and quality and rarely something that genuinely adds value to the business.

Here are the top 3 complaints we hear when it comes to the traditional recruitment models:

1) Do it yourself

This is the default route for a lot of growing businesses. Someone internally (often a founder, a manager, founder or a stretched HR lead) takes responsibility for hiring, usually alongside their day job.

And while it can work, it usually comes at a cost. When hiring gets done, it’s often because the team has sacrificed other priorities to make it happen meaning their focus slips elsewhere, and something else gives.

Recruitment becomes stressful, reactionary and drawn out. Most people don’t enjoy it, it’s treated as a necessary evil rather than what it could be which is a genuine source of competitive advantage.

2) Hire a Full-Time Recruiter

Bringing in an in-house recruiter sounds like a smart strategic move. The idea being you recruit someone who is focused, embedded, and committed to helping the business grow.

The challenge is great internal recruiters are hard to find. The really good ones, the ones who understand business drivers, hiring psychology and candidate behaviour are in high demand and rightly come with a high price tag.

Of course, you can hire a mediocre one. But at what cost? Weak shortlists. Poor cultural fit. Sloppy process. Slow hires. And worst of all, the kind of damage to reputation that lingers quietly behind the scenes. For a lot of businesses, it’s a gamble that can look good on a spread sheet but in reality, doesn’t pay off.

3) Use a Recruitment Agency

Then there’s the agency route which is still the go-to for many. You brief them, they work the market, they send CVs. The challenge is too often, the candidates they find for you are also being sent to your competitors, creating artificial pressure, salary inflation, and unnecessary stress.

It becomes a race and a game of cat and mouse which leads to a relationship that feels transactional. Even with the best of intentions, recruitment agencies rarely feel like they’re truly on your side. You’re paying for each hire – but not building anything long-term.

There Is a Better Way - Fractional Talent Acquisition

We’re on a mission to prove to businesses that there is a better way to hire and the good news is, we’ve found it.

The even better news? While plenty of firms are talking about fractional hiring, very few have cottoned onto the benefits of deploying it in a fractional talent acquisition setting which gives the forward thinking business leaders the opportunity to steal the march on your competitors.

Those who recognise that traditional recruitment is broken are using fractional internal recruitment models to their advantage. We have the privilege of watching them reap the benefits of thinking a different way to solve a very common problem.

So what are the benefits of fractional internal recruitment?

Higher quality hires: We take the time and have the specialist expertise to understand you, the problem this hire will solve, the culture and the context. 87% of CVs we submit are interviewed, 52% of interviews result in an offer being made and 92% of people we help you hire are still with you long after the probation period has ended.

More intelligent spend: Our model saves businesses up to 83% versus traditional agency fees. No bloated percentages. Just transparent, value-driven pricing that puts you in control. Remember you can use the search bolt on service but only if you need it.

Time back to focus: We handle the day-to-day of recruitment. The creation of brand assets, the response vetting, the coordination, the candidate management allowing your team stay focused on what they do best.

Built-in scalability: Whether you’re hiring one person or building a team, we flex with your business. You get the benefit of a full recruitment function, but only when you need it.

How does it work?

Typically clients are onboarded within 30 days and are seeing the tangible benefits of working with us within the first quarter. If you would like to learn more about how fractional talent acquisition could drive forward your business, select the option that works best for you below:

Smarter Models for Pensions Recruitment

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Tue, 17 Jun 2025 14:29:24 GMT

One thing has become crystal clear: pensions recruitment isn’t just a challenge, it’s a constant strain.

At Zatori, we’ve spent years listening closely to the teams behind some of the UK’s most important pension consultancies and pension funds. One thing has become crystal clear: recruitment isn’t just a challenge, it’s a constant strain.

We know the pressures you’re under. The sector has evolved rapidly, but support from traditional pensions recruitment agencies hasn’t kept pace. Here’s what we hear time and again:

You’re expected to hire well but without dedicated pensions-specific hiring expertise.
Pension recruitment agencies costs are high, unpredictable and are hard to justify.
You can’t afford to get it wrong, but the 'recruitment' is pulling fee earners away from what they do best.
When you finally engage a pensions recruitment agency, you get mixed results as competition for the candidates is high and the pensions recruiter sends the candidate to multiple firms (not just you)
You hire like-for-like replacements because it's logical and easy rather than having a people strategy tailored to the pensions talent pool available
Your brand is on the line every time a candidate has a poor experience.
Scaling? That just makes things harder.

You’re not alone. These problems are common in the world of pensions recruitment but they aren’t unsolvable.

Walking in Your Shoes

We’ve worked in pensions recruitment long enough to know your world. We don’t just understand the job specs, we consult and advise the major funds and consultancies on hiring strategy, how to communicate employee value proposition and ultimately, what they can do to attract and retain top talent.

Our delivery models have taken time, thought and dedication to build. They aren't the traditional bum on a seat type of delivery you might have experienced from pensions recruitment agencies, they're designed to provide real insight into the pensions market, strategic talent acquisition consulting and proven search processes.

Whether you're a pension fund, consultancy or in-house team, we can help you solve the real recruitment challenges, not just fill roles (although we do that to!)

Want to hire one person as a project? That’s no problem, we can.
Need to reduce agency spend without losing quality? We’ve built a model that delivers year after year.
Looking for a fractional internal recruitment service? We have specialists who do exactly that.

We deliver recruitment services tailored to the complexities of pensions. That includes specialist hiring strategies for hard-to-fill roles, better candidate experience that protects your brand, and flexible support that works whether you’re scaling or stabilising.

The result?

You get a trusted pensions recruiter who acts as a real extension of your team who are great at solving problems, not creating new ones.

Curious how we’re doing it?

We’d love to share more. Get in touch to hear how we’re reshaping pensions recruitment for organisations just like yours.

"Pensions Recruitment and Wealth Management Recruitment Experts | Zatori’s Strategic Approach"

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Thu, 08 May 2025 08:32:38 GMT

At Zatori Consulting, we are often asked what our core activity is and the answer is simple, we exist to help businesses build brilliant teams in the pensions and wealth management sectors through strategic, targeted recruitment and talent acquisition.

In a recent video , our founder Martin Wigfield summed up our ethos perfectly:

“Leaders create plans – but people power them.”

This statement underpins everything we do. In both pensions recruitment and wealth management recruitment , ambitious strategies fall flat without the right people to drive them forward. All too often, organisations put together detailed growth or transformation plans, only to overlook the talent strategy needed to bring those plans to life. That’s where Zatori steps in.

Elevating your pensions recruitment with strategy:

When it comes to pensions recruitment , whether for DB, DC, or SIPP schemes, we understand that the sector is complex and highly specialised. Traditional pensions recruitment agencies often take a reactive approach, simply filling vacancies. We go further.

We act as strategic recruitment advisors — engaging at board level to align talent acquisition with business objectives. This means not only recruiting faster, but also recruiting better. The result? Reduced corporate waste in both time and spend, improved outcomes, and talent that’s aligned with your long-term strategy.

If you don't believe us, take a look at our case studies to see how we have helped firms just like you

Rethinking Wealth Management Recruitment

I think most of us recognise there is an aging work force in the world of wealth management recruitment. For the wealth management recruitment market , attracting top-tier talent is about more than just matching CVs to job specs. It’s about crafting a compelling employer brand, defining your value proposition, and reaching candidates who may not even be actively looking.

It's important processes are optimised, employer brands are communicated consistently and firms are putting their best foot forward at all levels not just relying on doing it 'the way it's always been done'.

Zatori works with wealth firms across the UK to offer precisely this. Our selective approach gives our clients a unique edge in a highly competitive space, something rarely provided by the wealth management recruitment agencies. Zatori we understand your goals, help you to set the strategy and assist you to tell your story, so candidates understand why they should choose you.

A Seat at the Strategic Table

Too often, companies treat recruitment as an administrative task, rather than a strategic priority. But we believe recruitment should have a seat at the boardroom table.

Why?

Because the decisions you make at board level whether it’s to launch a new product, restructure a team, or enter a new market all hinge on your ability to attract and retain the right people. Without input from a strategic recruitment advisor, companies risk making plans without understanding the likely outcomes from a hiring perspective. That’s how delays, mis-hires, and wasted budgets happen.

Zatori’s advisory-led model ensures you’re building your people strategy with clarity, confidence, and pace.

Why clients choose Zatori?

Deep Sector Expertise: Our team are specialists in pensions recruitment and wealth management recruitment , with years of hands-on experience.

Selective Partnerships : We only work with a limited number of clients, protecting your access to the best talent.

Strategic Insight : We embed ourselves within your business, becoming your trusted recruitment advisor.

Faster, Better Hires : We reduce time-to-hire and elevate quality, reducing the cost and pain of recruitment.

So should recruitment have a seat at the strategic table?

Whether you're hiring within pensions recruitment or looking to scale your wealth management recruitment efforts, the impact of having a strategic partner we believe cannot be overstated.

At Zatori, we don’t just fill roles. We help power plans, shape strategy, and build teams that perform.

If your business could benefit from smarter pension recruitment, or if you’re ready to step away from traditional pensions recruitment agencies, then we’re here to talk.

How we solve pension fund recruitment challenges

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Thu, 20 Mar 2025 09:17:32 GMT

I n-house pensions teams tell us they struggle to access the right talent through the dated pensions recruitment agency model who take pensions jobs to market with mixed results. We created a new way for UK pension funds to access top pensions talent.

At Zatori, we believe great pension fund recruitment should be built on knowledge. That’s why our name, Zatori comes from the Japanese word for just that, ‘understanding.’

Before we offer solutions, we listen. We immerse ourselves in your challenges, goals, and market conditions, then consult with candid, strategic advice.

This approach is particularly powerful in pension fund recruitment, where UK schemes are used to the bum on seat pensions recruitment agency model when in reality, the right hiring decisions can shape the future of in-house pension schemes in the short, medium and long term.

Why Understanding Matters in Pension Recruitment

The pensions industry is evolving rapidly , with regulatory changes, shifting funding strategies, and a growing need for top-tier talent. Yet, many in-house pension schemes find recruitment a challenge and quite often choose to outsource as a matter of default. Some of the most common questions we hear include:

Should we outsource to a consultancy?
Our need is only temporary, how could we recruit for this, and what are the costs?
We are based in an obscure location, which isn't a hub for pensions talent. What should we do?
We were considering a buyout, but now we’re in surplus and slowing things down. How can we adapt our talent strategy?
There are even more projects on the horizon for us surrounding data and dashboard but to name a few, how can we access the right talent to deliver our needs?

Rather than offering generic answers which are well trodden in the world of pension fund recruitment, we take a tailored approach, helping pension funds build effective, sustainable talent acquisition strategies taking pensions jobs to market on behalf of pension schemes in a way they haven't experienced before in the traditional pension recruitment agency model.

The Zatori Approach to Pension Fund Recruitment

In-house pension schemes need recruitment solutions that are both strategic and flexible . We support pension funds by offering:

1. Consulting on Talent Strategy

There’s no point in setting ambitious objectives if you don’t have the talent to execute them. We help pension funds assess their workforce needs and create an effective hiring plan. We combine our data led insights as well our as detailed knowledge of what is happening in specific talent pools to create a comprehensive plan. Whether you're restructuring, expanding, or adjusting your approach, we provide the insights needed to align talent with business goals.

2. Going Out to the Consultancy Market

Sometimes, outsourcing to a pensions consultancy is the best option. We don't advise against it, in fact are very pro it in certain circumstances.

3. Utilising Our Search Function for Permanent Talent

When pension schemes need long-term leadership and technical expertise , our specialist search function ensures access to top-tier pensions professionals. We understand where talent is and how to attract it, even in competitive or geographically challenging markets.

4. A Competitively Priced Contractor Solution

For in-house pension teams needing short-term expertise or project-based talent , our contractor solution is an ideal fit. We provide access to the best DB & DC pensions specialists in the UK at highly competitive rates, allowing funds to flex their workforce without long-term commitments.

How can Zatori help?

We’re different from the average pensions recruitment agency. Our consultative approach ensures we provide strategic insight, market intelligence, and bespoke recruitment solutions that align with the unique needs of in-house pension schemes.

Looking to solve your in-house pension recruitment challenges? We'd love to help.

Pension Fund Recruitment: How to secure better hiring outcomes with alignment in the world of pensions recruitment!

Fri, 21 Feb 2025 10:06:43 GMT

We help firms ensure they are equipped to tackle the world of pensions recruitment allowing them to set strategies that work, make better hiring decisions and retain talent for longer.

The hiring frenzy of 2023 may be easing, but the landscape of talent acquisition within pension fund recruitment as well as the consultancy world is shifting. The challenge today isn’t about getting as many people as possible through the door to handle workloads, it’s about securing the right people who will contribute to long-term success.

As experienced pensions recruiters, we’re seeing a common theme. Pension Funds as well as the Consultancy counter parts in the main are hiring well. That said, we are hearing more and more about hires that simply 'haven't worked out'.

The issue isn’t always capability or technical skills, it’s a lack of alignment between the individual and the team or business. And when alignment is missing, performance, engagement, and retention suffer.

The cost of misalignment in hiring

Although we are a pensions recruiter, at Zatori we operate differently to that of a typical pensions recruitment agency as often we are engaged in helping pensions funds and the consultancy counter parts to set the strategy and diagnose issues. This helps gives us a unique insight into what is currently working and where the common challenges lie.

We regularly speak with businesses struggling with turnover or underperformance, often this can be only 20% - 30% of their hires for the year (so it's not always systemic). A frequent pattern emerges: hiring managers focus too much on skills and experience but not enough on personal and professional alignment.

When a hire doesn’t work out, it’s rarely because they lacked technical ability. More often, they:

Didn’t connect with the team culture or leadership style.
Had different expectations about career progression, the role, the firm or what was expected from them
Needed workplace flexibility (this could be more office based or more WFH we see both) or benefits that weren’t available.

These factors directly impact performance, retention, and overall job satisfaction, and they’re avoidable when hiring managers take the right approach.

Hiring for Alignment: What Interviewers Need to Know

Effective hiring isn’t just about assessing a candidate’s qualifications. It’s about understanding what drives them, what they value, and what they need to succeed .

T o maximise hiring success, interviewers should explore:

A candidate’s ‘why’: What motivates them? Why are they considering a move?
The impact your business can have: How does your company fit into their long-term career goals?
Their non-negotiables: What factors must be in place for them to thrive? (For example, career development opportunities, flexible working, or a supportive team environment.)

Too often, it can be easy to make assumptions about what candidates want instead of asking the right questions. This can lead to wasted time, mismatched expectations, and ultimately, the wrong hire.

The Role of a Strong Pensions Recruiter in Alignment

A good pensions recruitment agency doesn’t just introduce candidates, they provide valuable insight into why a candidate is interested in your business before they even step into an interview.

A strong pension recruiter (internal or external) should be able to tell you:

What a candidate is looking for in their next role.
Why they’re considering leaving their current employer.
What key motivators and non-negotiables matter most to them.

With this information, hiring managers can go into interviews fully prepared to have meaningful conversations that create true alignment, leading to stronger hires, better retention, and higher performance.

How Zatori Can Help

At Zatori, we help businesses not just find talent, but hire smarter. Our training programmes equip first-time interviewers with the skills to move beyond box-ticking and conduct insightful interviews that lead to better hiring decisions. Conversely we work with leading pension funds and their consultancy counter parts to attract and retain the talent that is right for them through our partnership approach to pensions recruitment.

Pension Fund Recruitment: How to navigate the challenges of tomorrow

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Wed, 29 Jan 2025 09:11:34 GMT

Navigating the challenges of in-house pensions recruitment in 2025 to ensure you can deal with the challenges of today and be ready for the likes of pension dashboard down the track.

Getting the right solutions to address pension fund recruitment has, in our view, never been more nuanced and challenging than it is today. With the outsourced market under increasing strain, many pension funds are facing talent shortages, skills gaps, and retention struggles.

As a specialist pensions recruiter, we’ve seen first-hand the unique dynamics of in-house pensions recruitment and the key trends shaping the industry.

Key Insights into the UK Pensions Talent Market

Understanding the latest workforce trends is crucial for effective talent acquisition. Here are some insights into the UK pensions recruitment landscape:

9% of pension managers moved roles last year and are deemed by LinkedIn to fall into the most competitive category to attract.

14% of pension administrators were recruited to join a different employer last year and again fall into the most competitive category to recruit.

12% of pensions actuaries were also on the move in 2024 and you've got it, fall into the most competitive category to attract.

So what does this tell us?

From a high level, it shows pensions recruitment is a competitive as ever. We are also able to break down these statistics by firm (just in case you are interested to know which consultancies are growing and which are shrinking - yes, there are two clear differences).

When we match the data to our experience as a specialist pensions recruiter who offers a wide range of solution from exec search, team builds, permanent hiring and interim or contractor solutions, we know this type of market offers pension funds the opportunity to stand out from the crowd when it comes to talent acquisition.

A Consultative Approach to Pensions Recruitment

Our approach is simple but effective:

Listen first to truly understand the challenges and needs of pension funds.

Consult to provide tailored advice and strategies that deliver long-term value.

Deliver with a partnership-focused approach, ensuring you attract and retain the right talent to meet your scheme’s goals.

This is a world away from the transactional, “bums on seats” model often associated with pensions recruitment agencies (which is a tale we hear all to often at the PLSA or PASA conferences).

Instead, we bring industry expertise, insight, and a human touch to ensure pension fund recruitment is an enjoyable and successful endeavour for all involved.

6. Conclusion

We are not suggesting there is a one-size-fits-all solution. Pensions consultancies have delivered numerous successful projects over the years, and there is merit and logic in the consultancy providing an ‘all-in-one’ solution.

The challenge around demand for this talent pool, the costs associated with engaging them, and ensuring your scheme gets the attention it needs when it needs it, still remains.

Hiring contractors for project work such as data cleansing offers a cost-effective, flexible, and highly specialised alternative to the well documented challenges in pension fund recruitment. Here is how we approach it at Zatori and for a case study on how we helped the Royal Mail with a recent project, take a look here .

In the evolving landscape of UK pension schemes, embracing this approach can lead to significant operational and financial benefits.

Pension Fund Recruitment: Resourcing Pension Administration & Pension Actuarial for projects

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Thu, 09 Jan 2025 11:44:49 GMT

Trustees, Pension Managers and In-House Teams have been battling challenges around pension fund recruitment as a result of legislative changes for year.

We take time to explore the options you have to solve them.

1. The UK Pensions Landscape

UK pension schemes often require specialised project work which requires some form of pension fund recruitment.

De-risking plays a large part, especially pension buy-out (and pension buy-in). However, with legislative changes on the horizon and pensions dashboards not far around the corner, it seems unlikely that the projects associated with pension schemes are going to dry up.

In the case of GMP reconciliation, we have seen the traditional pension consultancies being hired to take the burden away from pension scheme trustees and pension managers.

However, this wasn’t without well-documented challenges around resourcing. So much so, David Walmsley, writing on a blog behalf of The Pensions Regulator, stepped into the debate late in 2024, stating: “Demand for pension administration services has put a strain on resources.” He goes on to list the same GMP issue I highlight but also touches on pensions dashboards and an increase in DB transfers.

We all agree that driving forward better member outcomes should be the goal here. It’s why Zatori is an active member of the Pension Administration Standards Association (PASA). So, for pension managers, in-house pensions administration teams, and pension trustees alike, what are the options to tackle their pension fund recruitment challenges in 2025 and 2026?

We wanted to start by outlining the challenges our research has uncovered.

2. Challenges Faced by Pension Managers, In-house pensions teams and Trustees

Access to talent : Where do you look to secure the very niche and specialist skill sets that you need? It can seem quite daunting and hard to know where to start.
High Costs : These projects are expensive to complete, which the scheme ultimately pays for. These costs are often driven higher by the need to improve data health and therefore expensive data cleanse projects are initiated before the work can commence.
Volume of available talent : How do you secure the volume of talent you need, when you need it? The consultancy market is stretched by the sheer volume of demand. However, the resourcing need is temporary, and therefore it’s challenging to add permanent headcount to the in-house team.
Managing the resourcing : A pension consultancy will manage the resource for you. However, in doing so, you lose control of them and risk their attention being diverted onto other higher-paying or larger clients. To manage the resource in-house comes with additional administrative challenges around HR, payroll, and others.

3. The Use Case for Hiring Interim Pensions Talent or Pensions Contractors to Help Solve Your Pension Fund Recruitment Challenges

3.1 Cost Efficiency

Lower Rates : Contractors typically charge lower day rates than consultancies. If you wish to understand more on this front, get in touch, and we can complete a cost comparison analysis.
Direct Resource Utilisation : Pension funds pay only for the contractor’s work, eliminating hidden charges for project management or unused resources.
Managed Costs : The cost of the resource is lower and managed directly by the pension scheme, ensuring financial transparency and control. Additionally, payroll and assignment terms are handled by the recruiter, reducing the centralised costs associated with HR and administration.

3.2 Access to Qualified Individuals & Volume of Talent Available

Tailored Skillsets : Contractors often have deep, niche expertise in areas like data cleansing, regulatory compliance, and buy-out preparation. You can access the skills and experience when you need them.
Direct Access to Senior Professionals : Unlike consultancies, where you are reliant on them allocating you the right individual (and them being available), contractors are often seasoned professionals who perform the work themselves, providing you with clarity and reassurance around capability.
Specialist Availability : The contractor market is rich with professionals who have extensive experience working on similar projects, making it easy to find the right expertise quickly. This market is different from the talent pool the regulator refers to, which is stretched, and employers are wary of employment costs. By engaging contractors, pension managers ensure better access to top-tier talent at the outset of a project.
Re-deployment of the in-house team: We have seen in-house teams deploy administrations specialists with intricate knowledge of the scheme onto the project and then back-fill the resource with a pension administration contractor until the permanent resource returns to the administration team.

3.3 Managing the Resource

Adaptable Engagement : Contractors can be engaged for as long as needed, whether for a few weeks or several months. This ensures you have the right skill sets and expertise when you need them for as long as you need them.
Reduction in Contractor Maintenance : Partner with a contractor specialist as it will save you time on this front. For example, at Zatori, we pick up a lot of the fiscal, HR, and general assignment headaches for pensions managers and trustees. This allows you to scale up your teams with far less infrastructure and time investment than that of a permanent employee.
Controlled Focus : By having direct control over the resource, pension managers can ensure they work solely on their projects without the risk of being pulled away to higher-paying clients.

3.4 Faster Delivery

Focused Efforts : Contractors are typically single-mindedly focused on completing the specific project at hand, resulting in faster turnaround times.
Reduced Bureaucracy : Direct reporting lines with contractors can reduce delays caused by layers of management within consultancies.

6. Conclusion

The challenge around demand for this talent pool, the costs associated with engaging them, and ensuring your scheme gets the attention it needs when it needs it, still remains.

In the evolving landscape of UK pension schemes, embracing this approach can lead to significant operational and financial benefits.

Zatori successfully completes share buy-back, achieving full independence

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Mon, 06 Jan 2025 10:34:17 GMT

Co-Founder Martin Wigfield Takes Full Ownership of Zatori as Investors Kathy Harmer and Adrian Dalby Successfully Exit the Business

Zatori is pleased to announce the successful completion of a share buy-back from our investors.

Kathy and Adrian co-founded Zatori alongside Martin in 2018, providing the financial resources and back-office support needed to establish and develop robust operational practices.

This collaboration enabled Zatori to grow, and during this time, we successfully launched our innovative subscription service, ‘Talent,’ expanded our team well beyond Yorkshire, and delivered strategic human capital advice to a growing client base.

In December 2024, the buy-back was completed, providing clarity and focus for Zatori’s future. It is a natural progression, allowing the investors to successfully exit and returning full ownership to Martin. Having been at the heart of Zatori’s business proposition for some time, Martin’s leadership, values, and network ensure continuity in our delivery for clients and talent pools alike.

A Few Words from Martin Wigfield:

"Zatori has always been founded on the principle of adding real value to clients navigating the challenges of talent attraction and retention within highly niche marketplaces. There is no shortage of competitors in this space, so achieving independence after just six full trading years is a testament to the hard work and dedication of our team over the years.

None of this would have been possible without the support of our clients and talent pools. To everyone who has supported us in the first chapter of our journey, thank you. Your trust and backing have been invaluable.

Looking ahead, I’m excited about what this new structure means for Zatori. It will allow us to deliver even greater value to our clients and provide an even better experience for the talented individuals who trust us with their careers.

As a business, we look forward to supporting you in 2025 and beyond. We’re excited for all that chapter two has in store for us."

For more information on the topic or to learn how Zatori can support you with talent acquisition in 2025, visit our website , connect with Martin on LinkedIn , or get in touch with us directly at connect@zatori-consulting.co.uk

Wealth Management Recruitment: The 4 corner stones to getting it right

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Wed, 03 Jul 2024 15:34:49 GMT

Wealth Management Recruiters can fall into the trap of thinking it's all about finding people for roles. Here is why this narrow mindset is a mistake when it comes to delivering first class pensions recruitment!

Wealth management recruitment firms, internal recruiters, hiring managers, we all do this. We think good wealth management recruitment is about the search for the perfect person.

The perfect person is the end result, what we need to focus on is how we get there.

At Zatori, we simplify wealth management recruitment into 4 key areas (we call them corner stones) to help our clients maximise their results.

In our experience, you can 'get away with' doing some of these and make good hires. To sustain great pensions recruitment over a period of time, our experience tells us you need to focus on all 4.

So what are the warning signs that you might need to re-visit one of the 4 steps:

Struggling to attract candidates: Usually its a strategy related issue (a lot focus on search instead)
Candidates drooping out of the process: Typically a selection issue (many just start the same process without making changes)
Offers turned down or countered: This is common and could be related to any of the 3.
Salary demands are to high: Usually falls under strategy, you often know if you are paying market rate from the get go
It's taking to long to hire: Believe it or not this is often a strategy and selection issue

We highlight this because Pensions Recruiters often believe that by focussing on the search part of the process, they are adding a lot of value. Whilst this is true it does, you can see that a lot of the common issues highlighted don't actually come from the search phase.

Excellent pensions recruiters often recognise that you need to build the right foundations and set a strategy that gears the teams up for success (not let them go with a plan that is destined to fail but they don't want to be to honest to soon and tell them).

Likewise, pensions recruitment agencies should be using their expertise to share what a great candidate experience looks like. By working with their clients on the selection phase, they will increase hiring volumes and reduce time to hire (both metrics being really important to HR teams).

We are experts in helping clients excel in all areas of their recruitment cycle. For some, we focus on one specific corner stone, for others we do all 4. Hopefully this article helps you pin point where your recruitment challenges are coming from. If you'd like to know what you can do to make your pensions recruitment the best in class, we'd be happy to walk you through it!

Martin

Co-Founder

Pensions Recruitment: The 4 corner stones to getting it right

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Wed, 03 Jul 2024 15:26:44 GMT

Pensions Recruiters can fall into the trap of thinking it's all about finding people for roles. Here is why this narrow mindset is a mistake when it comes to delivering first class pensions recruitment!

Pensions Recruitment Agencies, Internal Recruiters, Hiring Managers, we all do this. We think good pensions recruitment is about the search for the perfect person.

The perfect person is the end result, what we need to focus on is how we get there.

At Zatori, we simplify pensions recruitment into 4 key areas (we call them corner stones) to help our clients maximise their results.

In our experience, you can 'get away with' doing some of these and make good hires. To sustain great pensions recruitment over a period of time, our experience tells us you need to focus on all 4.

So what are the warning signs that you might need to re-visit one of the 4 steps:

Struggling to attract candidates: Usually its a strategy related issue
Candidates drooping out of the process: Typically a selection issue
Offers turned down or countered: This is common and could be related to any of the 3.
Salary demands are to high: Usually falls under strategy, you often know if you are paying market rate from the get go
It's taking to long to hire: Believe it or not this is often a strategy and selection issue

Martin

Co-Founder

40 hires: 2 years

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Fri, 31 May 2024 11:54:07 GMT

Securing niche talent in highly competitive market places is hard.

Buck, A Gallagher company, decided they needed a competitive advantage when it came to attracting the best talent to join them.

They set us a very simple task, hire 40 high quality, experienced individuals in a niche market over a 2 year period.

Working alongside a newly recruited internal recruitment team, we partnered with Buck on their most difficult assignments (there was no low hanging fruit). By engaging us, we were able to dedicate the time they and the assignments needed to gear them for success. This involved:

Strategy: Understanding what the current strategy was and using our insights and data analytics to help them optimise their talent strategy

Search: We created a whole new suite of recruitment assets that bought to life their employee value proposition and used them to take an evidence based approach to applicant attraction.

Selection: Because we had been involved from the beginning, we knew the teams and their requirements inside out. It meant our vet was thorough and against the specific role requirements. This free's up interview time to be spent on in depth technical assessment as well as a two way 'fit' discussion.

Onboarding: We worked closely with Buck and their new onboarding processes to ensure the candidate experience was a positive one. This included completing an aftercare discussion with all successful individuals at various stages throughout their first 6 months in the team.

As a result of recruiting through our talent subscription Buck went from not being able to attract the volumes they need to making the 40 hires in 18 months (not the 24 they ha d planned).

This facilitated their growth allowing them to go and secure more new business faster, driving forward the growth of the practice to new levels.

We caught up with UK Talent Acquisition Manager, Tom Martin to get his thoughts on Zatori and the talent subscription.

'Zatori are a true talent acquisition partner.

They always take time to understand us, the candidate experience has been great and the vast majority of the time they find us exactly what we need'.

Building a new team from scratch

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Thu, 30 May 2024 16:49:09 GMT

A key part of Gallaghers plans for their pensions business was to build a new member experience team. Their role was to field non technical queries ensuring members got answers quicker and their pensions technical teams could focus on technical queries.

We were tasked with building a team of 15 ranging in seniority in their hub location of Bristol.

Gallagher highted specific skills, traits and experience they wanted individuals to have rather then a specific employer or market vertical they wanted individuals to come from. To accommodate this, we deployed our unique 6 touch point system for candidates to ensure they were bought into the recruitment process and ticked all the right boxes.

Whilst some might consider the 6 touch point system going above and beyond, it ensured:

- A significant reduction in the number of drop outs from at interview stage and beyond

- Reduced the number of individuals who were interviewed by the client who ultimately weren't successful

- Optimised processes to suit the post covid world of work ensuring they could attract the best talent

- Capitalised on the relationships built with the team to provide a comprehensive after care service

The project in numbers:

Applications: We had over 300, 106 were shortlisted and 194 were filtered out

Zatori Interviews: We interviewed 81 candidates of which 43 were filtered out at this stage and 38 progressed to testing

Zatori Testing: Of the 38 who took the testing, 25 passed and were progressed with 13 failing

The client completed a total of 25 interviews, offering 20 individuals. Of those 20 offers, 15 started with the organisation.

This project was completed from start to finish in a total of 12 weeks! 60% of individuals interviewed by the client were ultimately employed. This ratio is double the industry average and saved the client an estimated 36 business hours.

We caught up with Zatori Co-Founder, Martin Wigfield to get his take on the project

"We are maybe best known for finding niche talent. This type of assignment was perfect for us as it demonstrated that our processes could be applied to a volume recruitment exercise.

I'm delighted to say our Talent Managers delivered this one on time and under budget and with more work like this in the pipeline, I'm excited to see how we can make a difference to even more clients who need to scale resources quickly (without high amounts of employee turnover).

Wealth Management Recruitment: What should I look for in a wealth management recruiter?

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Wed, 08 May 2024 10:47:58 GMT

Choosing the Right Wealth Management Recruitment Firm:

Wealth management jobs are not tricky to come across. In fact the industry is booming due to a number of more experienced IFAs reaching retirement age. As a result, securing the ideal role for you often involved networking and building relationships.

The question often arises: Should you engage with an internal recruiter, representing a specific financial advisory firm, or an external recruiter on behalf of a specialist wealth management recruitment firm.

At Zatori, we've encountered various experiences on both fronts. Here are the key considerations for selecting a wealth management recruiter, regardless of their affiliation.

1. Understanding Your Ambitions

A successful recruiter-candidate relationship hinges on understanding. It's not merely about checking boxes but delving into your aspirations, motivations, and the essence of your career goals.

A reputable wealth management recruiter invests time in comprehending your unique journey, aligning opportunities with your long-term aspirations.

2. Honest Communication

Transparency is paramount. Top wealth management recruiters maintain honesty, even when delivering challenging news. They openly discuss potential mismatches between you and a role, historical bonus structures, or company turnover rates. Genuine conversations foster informed decisions which is critical to you making the right decision with your career.

3. Credibility and Industry Insight

Assessing a wealth management recruiter's credibility is crucial. Do their perspectives align with your industry understanding? Are they well-versed in wealth management intricacies and current hiring trends? Depth of expertise matters significantly in building trust in their advice.

On a basic level do they understand the difference between restricted and independent advisory firms?

4. Understanding Compensation Models

Understanding how wealth management recruiters are compensated provides valuable insights into their motivations and priorities, shaping the nature of your collaboration.

Internal Recruiters : These professionals provide an invaluable insider's perspective as they can be entrenched within the company they represent. However, their focus may lean more towards their organisation's needs, potentially limiting their broader wealth management market insight compared to external recruiters.

No Win No Fee Recruiters : Offering a wide spectrum of opportunities, these wealth management recruitment firms operate under the standard compensation model where their earnings hinge on successful placements. While this can present a diverse range of wealth management jobs for candidates, it's essential to recognise that their incentives might be skewed towards encouraging job transitions rather than considering the best fit for your career goals.

Retained Recruiters : Retained recruiters operate within a wealth management recruitment firm. They receive an upfront portion of their fee to conduct the search, allowing them to focus on understanding your needs and goals. Their priority is filling the position, leveraging their in-depth knowledge of the business, role, and recruitment process. Similar to no win no fee recruiters, a significant portion (around 30% - 50%) of their pay is contingent upon successfully filling the retained position.

Partnership Recruiters : Blending elements of both internal and retained models, partnership recruiters offer a balance between insider knowledge and dedicated service. While they may not cover the entire market, they collaborate closely with select firms, enabling them to provide tailored guidance and across a broad range of wealth management jobs. Their compensation typically revolves around a monthly payment structure, fostering sustained engagement and ensuring their commitment to your success extends beyond immediate placements.

Choosing the Right Fit

At Zatori, we predominantly employ the partnership model, striking a balance between internal and external expertise. However, the ideal wealth management recruiter resonates with your unique needs and preferences. Explore different options and put recruiters to the test. Your journey deserves a dedicated partner who champions your success.

Ready to advance your wealth management career? Speak with Martin who has over a decades worth of experience within the wealth management recruitment.

Pensions Recruitment: What should I look for in a pensions recruiter?

Thu, 25 Apr 2024 15:18:41 GMT

Should you apply directly to a business or is using a pensions recruiter a better option?

With there being many different routes to securing a role, who is best to go a with? An internal recruiter (who works for a specific company) or external pensions recruiter?

In our experience, we have seen good and bad on both sides of the fence. This blog covers the 4 things I would look for in a recruiter regardless of approach.

Understanding:

At the heart of any fruitful recruiter-candidate relationship lies understanding. It's not just about ticking boxes but delving deeper into your aspirations, motivations, and the essence of what you seek in your next career move. A pensions recruiter who invests time in comprehending your unique journey is more likely to align opportunities with your long-term goals.

Be honest (even when it's bad news)

Transparency is the cornerstone of trust.

Exceptional pensions recruiters uphold honesty, even when it means delivering unwelcome news. They don't shy away from discussing potential mismatches between you and a role or being forthright about historical bonus structures and company turnover rates.

Genuine conversations pave the way for informed decisions. If you are worried they aren't forthcoming with this type of information, don't shy away from asking the questions.

Are they credible?

Evaluating a recruiter's credibility is crucial.

Do their perspectives align with your industry understanding? Are they familiar with the intricacies of pensions recruitment and the current hiring trends?

While experience is essential, the depth of their expertise matters just as much. Whether it's their grasp of hiring managers' preferences or their nuanced understanding of pensions, credibility lays the foundation for a successful partnership.

How are they paid?

This is a side of the pensions recruitment industry I don't hear discussed that often however, delving into the intricacies of how recruiters are compensated provides valuable insights into their motivations and priorities, shaping the nature of your collaboration.

Internal Recruiters : These professionals provide an invaluable insider's perspective as they should be immersed within the company they represent. However, their focus may lean more towards their organisation's needs, potentially limiting their broader pensions market insight compared to external recruiters.

No Win No Fee Recruiters : Offering a wide spectrum of opportunities, these recruiters operate under a unique compensation model where their earnings hinge on successful placements. While this can present a diverse range of options for candidates, it's essential to recognise that their incentives might be skewed towards encouraging job transitions rather than considering the best fit for your career goals.

Retained Recruiters : Retained recruiters receive an upfront portion of their fee to conduct the search, allowing them to focus on understanding your needs and goals. Their priority is filling the position, leveraging their in-depth knowledge of the business, role, and recruitment process. Similar to no win no fee recruiters, a significant portion (around 30% - 50%) of their pay is contingent upon successfully filling the retained position.

Partnership Recruiters : Blending elements of both internal and retained models, partnership recruiters offer a balance between insider knowledge and dedicated service. While they may not cover the entire market, they collaborate closely with select firms, enabling them to provide tailored guidance and across a broad selection of roles. Their compensation typically revolves around a monthly payment structure, fostering sustained engagement and ensuring their commitment to your success extends beyond immediate placements.

So who which recruiter do I go with?

Here at Zatori, we deploy the partnership model 90% of the time. We believe it provides a great blend between the internal and external models however, there really is no one size fits all answer to this.

The right recruiter is the one who resonates with your needs and preferences. Don't hesitate to explore different options and put recruiters to the test. Your journey deserves a partner who not only understands but also champions you.

If you'd like to see how we can drive forward your pensions career, book a call below!

Martin

Co-Founder

Navigating Wage Trends: Are we being paid enough?

martin.wigfield@zatori-consulting.co.uk (Martin Wigfield) — Tue, 27 Feb 2024 12:24:25 GMT

In the ever evolving professional services landscape (e.g pensions, legal, insurance and wealth management recruitment), are we now being paid to much or not enough?

With wages experiencing notable increases and inflation making its presence felt, it's crucial to examine the dynamics at play. Let's delve into the facts and implications surrounding this discussion.

Wage Trends and Inflation

Recent statistics reveal a notable trend in wage growth. In the last quarter, wages (excluding bonuses) rose by 6.2%, albeit slightly down from the previous quarter's 6.6%. Meanwhile, inflation stood at 4.2% for 2023, indicating that individuals, on average, secured a 2% pay increase when adjusting for inflation. This supports what we see as a talent acquisition business which is salaries (both internally and externally) have been steadily rising for some time now.

Supply and Demand Dynamics

A critical influencer in the wage equation is the interplay between supply and demand. As of January 2024, there were 14% more job vacancies in the UK compared to February 2020, pre-pandemic levels. While this marks a significant improvement from the peak of 60% more vacancies in January 2022, the numbers have yet to reach pre-pandemic norms.

A key observation is the scarcity of experienced professionals in various sectors, including pensions, wealth management, legal, and insurance. The persistent demand for these professionals contributes significantly to wage growth as demand is significantly higher than supply.

This explains why businesses are taking a much closer look at how they attract top talent and are keen to define and communicate their employer value proposition.

The Impact of Inflation-Beating Pay Rises

While inflation-beating pay rises may seem like a boon, their actual impact on individuals' financial well-being is nuanced. In 2022, wage growth was robust at 5.8%, yet inflation peaked at a staggering 11.1%. When factoring in taxation, the situation becomes even more complex. Despite wage increases, frozen tax bands and yet there is recent good news re National Insurance adjustments meaning overall, some of the gains are off set, leaving individuals with less disposable income.

Some economists argue that the influx of liquidity into the economy necessitates maintaining current interest rate levels, which presents challenges for individuals with mortgages and other debts.

What I do know is although talent acquisition is challenging in a candidate scarce market, I'd prefer to be here than than running the Bank of England or the Treasury.

Looking Ahead

Employees will always campaign for wage growth and who can blame them, you would be hard pressed to argue that individuals are better off now than they were pre-covid in real terms.

The question still remains: Can organisations sustain continued wage growth ranging from 5% to 8% annually?

Just because they have found a way so far, doesn't mean we can take it for granted that they always will!

With the budget coming next week, it will be interested to see if the government provide relief to households and companies alike by providing some 'give aways'.

If they do, it may mean businesses won't need to be as aggressive with the pay rises in 2024 as they have been in 2022 and 2023.

Watch this space!

Martin

Co-Founder

New year, new pensions career?

Wed, 10 Jan 2024 10:14:40 GMT

We are a recruitment partner serving leading brands in the pensions, wealth management, governance, insurance and legal worlds.

It’s that time of the year again, everyone wrapping up 2023 and getting ready for a nice break and a fresh start in 2024, but will your 2024 be any different to the previous year? Well, that’s up to you!

It’s no secret that January is a great month to start looking for that next opportunity in your Pensions career, but identifying why you are unhappy in your current job is key!

If you find yourself looking for a change due to lack of fulfilment, limited growth opportunities, or an environment misaligned with your values, this is a good time to consider why a move in your career in pensions could be the change you've been looking for in 2024.

Continuous growth in the Pensions Industry:

The pensions industry is always evolving, providing a stimulating environment for those who crave continuous learning/development and professional growth. If you're feeling stagnant at your current company and are frustrated with the lack of variety in your current role, a career in pensions with a firm who take a quality of quantity approach is what you are looking for (They are hard to find but they do exist!). They offer the opportunity to stay ahead of the curve with new regulations, cutting-edge investment strategies, and technological advancements as well as providing the time to deliver tailored training, work on personal development, or even undertake professional qualifications.

Career Advancement and Leadership Opportunities:

Some Pension professionals may consider new jobs within pensions to seek career advancement, promotion or leadership roles. A lot of people find themselves stuck due to their workload and team being under resourced. If you find yourself in this situation, joining a company that actively promotes internal talent and provides a clear path for career progression could be a great move for you. This could be a strong motivator in your role and new responsibilities and challenges can pave the way for professional development and increased visibility within the organization.

Company Culture and Values:

Every organisation has its own unique culture and values. Whether it be work life balance, Inclusivity and diversity or even transparent communication across the board, everyone wants to work in a company that values its staff. If your current company doesn’t align with you, moving to a business that aligns more closely with your personal and professional values can lead to increased job satisfaction.

If you are contemplating a move to further your pensions career, thoroughly researching and understanding a potential employer's culture and values is essential. Assessing how well these align with your personal and professional aspirations can significantly contribute to a fulfilling and successful career transition. A positive and supportive work environment fosters creativity, innovation, and overall well-being.

Diverse and Fulfilling Pension Roles Await You:

Careers within Pension Administration can provide an excellent step into the industry but there is so much more available! If you are searching for a new role, you should consider the variety of different positions to move into within your pension’s careers. This could range from Pension Consultant to Data analyst, roles of Pensions Trustees and even Actuarial or Investment opportunities.

Within Pension Administration specifically, it may mean staying in this niche but moving into a different area such as Implementations or Projects! The pensions sector has a lot of roles tailored to your unique talents and interests.

The time is now!

There is no better time to move jobs within your Pensions Career, as you consider your resolutions for the new year, think about the extraordinary opportunities that await you in the pensions industry in 2024.

We know moving jobs can be a tough decision and you might have a lot of thoughts around “being good enough for the role” or “having enough experience” or even just being worried about stepping out of your comfort zone but if you aren’t enjoying your role/company then it could be a good time to take the leap.

If you are looking to elevate your career in pensions in 2024, where each day is an opportunity to grow, make a difference, and shape a brighter future for yourself, why not reach out to Zatori to get an understanding of the market, discuss the roles and businesses we are working with or to get some general advice in your pension’s careers.

We will help you to not just make a move but make a move that addresses your concerns with your current role and transforms your professional life in ways you never imagined.

Anthony Donohue

Talent Manager

Anthony has been advising businesses in talent acquisition within pensions and financial services over a number of years both in-house and private practice. Discuss how you he can help you by booking a call with him or contact him at anthony.donohue@zatori-consulting.co.uk

New year, New Pensions Career?

Thu, 21 Dec 2023 16:05:47 GMT

We are a recruitment partner serving leading brands in the pensions, wealth management, governance, insurance and legal worlds.

It’s no secret that January is a great month to start looking for that next opportunity in your Pensions career, but identifying why you are unhappy in your current job is key!

Continuous growth in the Pensions Industry:

Career Advancement and Leadership Opportunities:

Company Culture and Values:

Diverse and Fulfilling Pension Roles Await You:

The time is now!

We will help you to not just make a move but make a move that addresses your concerns with your current role and transforms your professional life in ways you never imagined.

Anthony Donohue

Talent Manager

3 trends from 2023 and 3 tips for 2024 for attracting, hiring and retaining top talent!

Mon, 18 Dec 2023 07:30:00 GMT

We are a recruitment partner serving leading brands in the pensions, wealth management, governance, insurance and legal worlds.

The team put their heads together to come up with 3 new trends for 2023 and some top tips for 2024.

Trend 1: Embracing remote work

Any last hopes of dragging teams back into the office 5 days a week have been extinguished with the prominence of some degree of home working solidified. Whilst we are seeing more office attendance in 2023 than in 2022, companies now acknowledge offering a flexible work environment is a corner stone of their employee value proposition (EVP).

Trend 2: Elevated importance of interview technique

The shift to online interviewing has elevated the importance of strong interview performance. No longer can individuals bluff their way through meetings like they may have been able to do face to face pre pandemic. Candidates must be prepared not only on the business they are wanting to join but also their career history and what they want from a new position in the years ahead. Interviewers must be able to clearly articulate why their business and role is aligned with the candidates aspirations.

Trend 3: Innovative talent attraction

We are starting to see businesses innovate far more than they have historically around resource planning and service delivery. Attracting specialist and niche experience when hiring has always been the preference however, there has been a recognition time to hire ratios will bloat to unacceptable levels unless hiring managers embrace different approaches.

Tip 1: SEO optimisation

We can see which firms ranks where for what key words. We know who pays to be there and who does it organically.

It’s clear to us from this research, we could all be doing more on with SEO when it comes to talent acquisition. There are a lot of key words that aren’t difficult to rank for and with a bit of effort, you could really boost your position (and therefore visibility) to talent pools in 2024.

Tip 2: Parallel recruitment strategies

Time to hire ratios have been getting longer for a couple of years now. Reduce time to hire ratios by concurrently running recruitment strategies. This can be hard when internal teams are short of time and recruitment partners are paid on success however, if you partner effectively with talent acquisition, it’s very achievable.

While seeking the ideal candidate, you deploy flexible resourcing strategies to maintain momentum, significantly reducing time to hire ratios.

Tip 3: Communicate your Employee Value Proposition (EVP)

From internal recruiters, to interviewers to third party recruiters, everyone needs to be on the same page. They need to be able to answer why join your business and why the role the candidate is considering is a good opportunity for them. Businesses that do this reduce time to hire, save on recruitment costs (as they aren’t just competing on salaries) and secure the best talent!

Attracting the very best talent has been tricky in 2023 but not impossible. I hope in some way this has helped you in your endeavours for 2024!

Martin

Co-Founder

Embracing Differences, What is E in DEI: Equality vs. Equity

Wed, 08 Nov 2023 10:28:41 GMT

Should people be treated the same?

We did a survey in recent months which found only 12% of you said yes.

A whopping 88% agreed that there are instances where a one-size-fits-all approach just doesn't cut it. And you know what? I'm with the 88%, because let's face it, we're all different in our unique and wonderful ways.

But here's the real kicker: how do we navigate this diversity fairly?

It's a topic that's been swirling in my mind and the answer is in the E (Equity) of DEI (Diversity, Equity & Inclusion).

Let's break it down, shall we?

Equality: This is where everyone is treated exactly the same, regardless of their differences. It sounds fair on the surface, but in reality, it can be a bit restrictive. Think about it - we're all born into different circumstances, with varying strengths, weaknesses, and needs. Treating everyone identically might not always be the best approach.

Equity: Now, this is where the magic happens. Equity means that everyone is provided with what they need to succeed. It's about levelling the playing field and acknowledging that some people require a little extra support to reach their full potential. It's like giving everyone a boost to help them see over the fence, no matter how tall they are.

So, if you've ever found the policy of equality to be a tad limiting, the world of equity might just be the tool you've been searching for. It's about recognizing and celebrating our differences while ensuring that everyone has a fair shot at success.

But why does this matter in the corporate world right here in the UK? Well, let's dive into some enlightening statistics from the UK corporate landscape:

1. Board Diversity: According to recent reports, women make up only 34.9% of board members in FTSE 100 companies. Achieving equity in leadership positions is crucial for fostering diversity of thought and decision-making.

2. Ethnic Diversity: The corporate world in the UK also faces challenges in achieving ethnic diversity at all levels. Many companies are working to implement equity-driven policies to address these disparities and create inclusive workplaces.

3. Access to Opportunities: Not everyone has the same access to opportunities in the corporate world. Achieving equity means providing equal access to training, mentorship, and career advancement for all employees.

So, there you have it, folks. Embracing equity over strict equality can make a significant difference in addressing these corporate disparities and building a more inclusive and just workplace.

As a recruitment partner to many household names within professional services, we help organisations bring a level of equity to the recruitment and retention policies. We're always happy to do a review with businesses to see how they can elevate their strategies when it comes to DE&I.

Let's continue this conversation and work together to create a corporate landscape where differences are celebrated, and opportunities are accessible to all.

Martin

Co-Founder

Unleashing the Power of Transferable Skills in Talent Acquisition: Thinking Outside the Box!

Wed, 01 Nov 2023 10:08:04 GMT

Finding it hard to attract and recruit top talent?

We're here to share something that has been invaluable for our clients in 2023.

The value of transferable experience!

While hiring individuals with specialised expertise has its merits, it's time to debunk the myth that this is the only way to build a formidable team. Let's explore how thinking outside the box by embracing transferable skills and experience can propel your business to new heights.

Leadership Positions:

The Value of a Great Leader: First and foremost, a good leader is worth their weight in gold. The UK business landscape is no exception. Research conducted by McKinsey & Company revealed that companies with strong leadership are 2.2 times more likely to outperform their peers.
Technical Specialist vs. World-Class Leader: Contrary to common belief, leaders don't always need to be technical specialists. In fact, having a technically proficient team beneath them can be more advantageous. According to a report by the UK Commission for Employment and Skills, 77% of employers consider soft skills as equal to or more important than hard skills.
Avoiding the Blind Leading the Blind: When your team lacks expertise, hiring a leader without an in-depth knowledge in your niche might lead to a "blind leading the blind" scenario. That said, if your team know what they are doing, focus on finding a world-class leader who excels in leadership skills, not just in your industry.

Tehcnical Positions

1. Breaking Free from Niche Limitations: Many businesses in the UK often struggle to recruit technical positions because they demand candidates who "know our niche." This can be limiting. There's a vast pool of talent out there, and sometimes, the perfect fit may not have industry-specific experience.

2. Teaching the Niche: Instead of hunting for unicorns who already know your niche, invest in training talented individuals with transferable skills. The UK government's National Skills Fund has allocated millions to support such initiatives, emphasizing the importance of skills development.

3. A Win-Win Situation: Over time, a transferable-skilled hire will grasp your niche while also imparting new technical skills to your team. This dual benefit creates a win-win situation, enriching your workforce and enhancing your competitive edge.

4. Short-Term Setback, Long-Term Gain: Admittedly, this approach might cause a short-term drop in productivity, especially when hiring is urgent. However, it's essential to view this as an investment in your team's long-term growth and success.

In conclusion, the world of talent acquisition is evolving, and businesses in the UK need to adapt to stay competitive. Recognising the power of transferable skills can be a game-changer. By hiring world-class leaders and nurturing individuals with potential, you can build a team that not only understands your niche but also brings fresh perspectives and technical prowess to the table.

It maybe goes without saying we've helped several clients take advantage of these methodologies in 2023 creating bespoke assessments to ensure they really are the right hire!

So, don't be afraid to step outside the box and explore the vast talent pool of transferable skills. In doing so, you'll be positioning your business for a brighter, more innovative future.

Martin

Co-Founder

A guide to Gen Z: How to attract, recruit and retain them

Wed, 25 Oct 2023 08:50:08 GMT

Gen Z, the digital natives, are making waves, but we often hear how hard they are to fit into existing structures.

We took it upon ourselves along side some research from McKinsey & Company to help put together a roadmap to navigate these waters successfully.

Let's dive in and explore the three key areas where Gen Z is reshaping our work environment, ensuring that your company not only attracts but retains the best talent out there.

1) Values: A Clear Path to Success

Gen Z isn't just looking for a job; they're seeking a purpose. They want to align themselves with a company that has a clear mission and values. This isn’t just an external façade – they expect these values to permeate the very core of the organization. It’s a two-way street; companies embracing transparency and authenticity in their values will find Gen Z professionals more engaged and committed.

They focus on today and not tomorrow. Many businesses struggle to retain because businesses are geared to provide for individuals in the long term. Gen Z often tend to focus on the short term gains they can make which contradicts many of the corporate structures which are geared towards steady, medium term development

Optimisation Tip: Get your values (the ones you actually stick to) visible and live them (linkedin & website are a must). Spend more time focussing on short term objectives and goals in reviews.

2) Structures: Embracing Change without Overhauls

Unlike the stereotype, Gen Z isn’t out to revolutionise existing structures. They are willing to work within the framework if a company is open to change and growth. The key here is flexibility. Companies that acknowledge their shortcomings and actively make changes based on feedback are the ones that will thrive. Remember, it's not about tearing down what's there; it's about building upon it.

Optimisation Tip: Create blog posts about how your company adapted to feedback and improved. This will empower individuals and also reinforce the message you are open to change. By getting the successful changes visible it also makes it easier to say no to other ideas you aren't wanting to implement.

3) Tech: The Power of Advanced Knowledge

Gen Z's intimate relationship with technology is their superpower. Their profound understanding of tech isn’t just an asset, it’s changing the dynamics of business operations. Companies that tap into this resource find themselves at an advantage. Seeking assistance from Gen Z employees not only fosters an inclusive environment but also ensures your business stays ahead in the tech game.

Optimization Tip: Don't fight it, embrace it. They might not have as much experience as others in the team but when it comes to tech they can work wonders!

At Zatori Consulting, we frequently encounter concerns about attracting and retaining Gen Z talent.

We help businesses to understand Gen Z and explore what value they can bring to organisations. We create bespoke assessments which are trait and culture fit led to ensure organisations are hiring individuals who are right for them. Our proven methodologies reduce time to hire and increase retention by 25%.

Here’s to a future where every generation contributes their unique strengths, making our workplaces vibrant and dynamic!

Martin

Co-Founder

Royal Mail (Interim)

Thu, 19 Oct 2023 04:54:51 GMT

Royal Mail were looking to hire a team of data analysts to assist them with an internal reward and HR project and, as such, engaged us as their recruitment partner and contractor agency of choice.

In total they needed 6 individuals with a variety of skill sets (a mix of technical project management and client facing) for an undefined period of time.

What did we do?

Creation of the recruitment and retention strategy
Identification of the top contractors in their space
Recruiting of these individuals
Onboarding the individuals
Vetting them to ensure they were referenced and compliant
Assisting with contractors' ongoing HR and Management by delivering a comprehensive in-assignment care schedule

As a result of us leading their contractor resourcing and contractor management, the project has been an overwhelming success. Individuals stayed in post until the the point they were no longer required (ensuring continuity across the project). Despite escalating contractor costs in the wider market, our in-assignment care protected the client from these. Individuals were happy to stay in post rather than try and seek out a higher day rate else where.

We're proud to say we reduced time to hire ratios, delivered the project under the recruitment budget and hopefully played a small part in making this project a success.

What was the feedback on contractor management service?

We caught up with contractor Mark McAnulty, to get his thoughts on the service he received from Zatori.

"I only have positive things to say about Zatori as I continue to enjoy a strong relationship with them post assignment.

They have been great from the outset, there are no stunts and they invest in you as a Contractor. The team are always quick to respond to enquiries pre, during and post assignment. I would not hesitate to recommend Zatori and look forward to working with them again in the future."

We look forward to working with them again on their next assignments.

Opening a brand new location case study

Thu, 19 Oct 2023 04:49:56 GMT

Securing niche talent in highly competitive market places is hard.

Buck, A Gallagher company, decided that, to help achieve their ambitious growth plans they wanted to expand into a new location as this could unlock for them over £1m in additional revenue when up and running.

To realise this ambition, they needed to recruit a new team in their new location.

Having done this before for previous clients, they engaged us as their talent acquisition specialist and recruitment partner of choice.

What were we responsible for delivering?

Strategy:

We used our industry insights and knowledge to ID creating a location report which included talent mapping, assessing talent availability, competitor analysis, local geography and set up costs.

A strategy and budgets were set for each stage of the process including search, selection and onboarding.

We created a wealth of recruitment assets and marketing which could be utilised at various stages through the project.

Search:

Having designed a bespoke recruitment and assessment process from the strategy phase, this was put into action.

This included our 6 touch point system specifically designed to reduce time to hire and candidate drop outs. As part of this, we conduct a thorough 1st stage interview assessing experience and cultural fit. A report on each individual we recommend for the client to see is sent to them.

Selection:

We attended the interviews in the new location with the client. Our role was to help support the clients interview panel. We'd assist in teasing out the experience that might potentially have been missed.

It meant we were on hand to answer any questions the client or candidates might have,.

Onboarding:

We partnered with the client as part of a two pronged support network. The client completed the formal HR documentation (although we are happy to). We took responsibility for the softer interpersonal onboarding. Keeping in contact with candidates, arranging meetings and coffees for them before they started with their new managers, ensuring any questions they had were answered quickly and efficiently.

This resulted in the hire of over 15 individuals from competitors within the Midlands with Buck having a new location from which they can build.

The project kicked off in December and all 15 individuals were on site on day 1 (having worked notice periods) by the end of April. The project took in total 5 months.

Examples of our Recruitment Assets for the proejct:

We caught up with UK Head, Lee Cook to get his thoughts on Zatori and the project.

"The service Zatori provide us with is consistently of a high calibre. They have been instrumental in supporting our Talent growth since we bought them onboard."

Recruiting A New Senior Leader: Exec Search

Thu, 19 Oct 2023 04:45:34 GMT

Paul Jayson and his team at Barnett Waddingham were looking to expand their governance offering from the pensions space into the corporate world.

To do this, they needed a figurehead to help them create the solution and take it to market.

We were retained on this assignment as it was important to Paul that a) the messaging was consistent to the market through out b) they were engaged with a recruiter who understood commercial sensitivities and could manage them and c) was on hand to help set, implement and carry out the strategy.

To complete this assignment we:

Conducted a thorough fact find to understand exactly what Paul and the team were after (which covered traits, experience and culture fit)
Created bespoke marketing material which communicated their EVP (employee value proposition). It was important it balanced providing interested individuals with enough information whilst protecting confidentiality
Mapped the entire market across the locations being considered
Approached the market
Completed a thorough technical, trait and skill vet before providing a shortlist to Paul & his team
Supported the 3 stage interview process (which included two stages that had BW board members on it)
Helped with creating an offer which was attractive to both parties
Assisted with the onboarding paperwork and processes to ensure they are all completed

Project Timeline:

Time to first interview: 6 weeks

A 3 stage interview process: 5 weeks

Offer to resignation: 2 weeks

A reduced notice period: 8 weeks

Total Assignment length: 21 weeks

We caught up with Paul Jayson to get his thoughts on Zatori.

"We’ve worked with Zatori on several assignments. Their approach is to fully understand the brief and the wider business objectives so they can put together solutions that are more than just filling roles. We worked closely with Martin on this one, he definitely takes a consultative approach which is something I’ve not found to be common in his sector."

Recruiting International Talent to the UK

Thu, 19 Oct 2023 04:40:49 GMT

We were given the goal of attracting actuarial talent from competitors' offshore hubs in Europe to the UK before the Brexit immigration laws took effect. More recently, we’ve helped XPS attract talent from worldwide and internationally (including the likes of India).

We became their in essence we acted as an extension of XPS in the international markets completing the full recruitment life cycle which included:

- Recruitment Strategy

- Search

- Selection Assistance

- Onboarding

A key part of this project was creating trust in the XPS brand within the talent pools that had been selected. We created extensive marketing material (from brochures, advertising and video) to demonstrate to these individuals XPS were a) serious about recruiting them and b) an employer of choice over here in the UK.

Over the course of the projects we’ve completed we’ve helped XPS attract, recruit and retain 10 individuals to grow their Actuarial Team of which 9 of them are in post 2 years later. This is double the number of individuals the business recruited at this specific level in the year before.

We caught up with Actuarial Partner, Chris Fletcher, to get his thoughts on Zatori's performance:

‘I’ve worked with them in relation to a number of positions and have been very impressed with their desire to fully understand the background to XPS and our culture in order to provide us with candidates who both meet our needs and who we have a good chance of successfully recruiting.

This is a rare commodity in a world where you often get bombarded with every CV available.

From speaking with candidates, their approach to placing them has also been good, leading to a more efficient process for all concerned."

What a talent subscription journey looked like for BW

Thu, 19 Oct 2023 04:28:47 GMT

Barnett Waddingham first became a Talent client back in 2021. They operate in niche market places (such as pensions) with technical skill sets that are in high demand and short supply.

In year 1, we worked across their tech and pension scheme administration teams placing in excess of 10 experienced professionals into live roles.

Building on this success in year 2, BW expanded the subscription remit to include their Management Consulting division taking 50% more credits in year 2.

Over the course of the relationship with BW, we have helped BW attract 47 individuals of which 92% of them continue to thrive in the business today. Of the 8% who left, the average tenure was 2 years 1 month.

With the relationship going into it's 4th year, we're delighted to be a supplier of choice for BW in their quest to grow and deliver for their clients in one of the greatest talent shortages their industry has even seen.

We caught up with Partner, Chris Tagg to get his thoughts on the relationship and how it’s gone to date.

"It’s great to work with a recruitment firm who take time to invest in an ongoing relationship and aren’t simply looking for their next commission.

The team really do understand our business and want to help us achieve our strategic goals. Solutions are based on in-depth knowledge from candidates through to competitors and they take time to design the correct approach for each situation.

Where we have needed a number of hires, Talent has been an invaluable tool as it provides not just access to candidates but wider support for the whole recruitment process, including marketing, selection and onboarding.

I wouldn’t hesitate to recommend Zatori to someone looking to add real value to their business through recruitment."