We began life over 25 years ago as a technical recruitment specialist, a single desk in a single office, planting the seeds of a great business. Within six months we were three people and learning fast about the importance of resilience. This was a time when banks and postal services were experiencing long running industrial disputes. A period when many household name employers closed their doors and new job announcements were few and far between.
HRM grew service channels quickly in response to customer requests. "If you can do that for us, can you do this?". We were the first recruitment firm in 1994 to develop a dedicated HR Selection Team. We were one of the first firms to appoint qualified professionals into related recruitment verticals. In the 1990's we established the first dedicated food science recruitment team, brought engineering and IT graduates in to drive technology recruitment and business and accounting graduates into our corporate and professional services practice.
During the challenging times of the Dotcom and Banking crises we learned, as a business, that to do more than simply survive we have to be more relevant and valuable to our customers. Every question has to start and end with the customer in mind. Our consulting processes have developed deeper understanding along with better, faster solution deliveries. Our candidate talent networks have multiplied rapidly and our knowledge of the sectors in which we operate is unparalleled.
Our customer base today still includes firms with whom we began relationships with 25 years ago. And though many of our original contacts have since retired, we still maintain authentic relationships with them. HRM has always blended services for partner clients and our advisory services team is unique in sector, having developed many client driven innovative service solutions.
We are a curious people by nature, ambitious for our clients and the candidates with whom we work. We are fortunate to do for a living something we all thoroughly enjoy. However, the future for our organisation, the one that excites us all, is one in which we are a fully innovative, advisory firm. An organisation where every conversation with a customer begins with "Could you guys develop a solution for this?" Yes, we can.
The experience candidates have with your recruitment and selection processes plays a significant part in their sense of your employer brand.view more
Resilience is one of those terms we frequently hear when firms talk about the competencies they seek in new leaders.view more
Negotiating a salary is as much about how you ask, as what you are asking for. It is a complex process which can easily go wrong and see either party painted in to a corner.view more
Having an effective bench requires that you stop thinking about replacements and start thinking about what future leadership competencies your strategy needs.view more