Recruitment: Chasing Brands to Cultivating Relationships

Shifting Priorities: Chasing Brands to Cultivating Relationships

When I joined New Chapter Consulting Ltd and entered the world of FMCG and consumer recruitment, 12 years ago, my goal was to work with the LEGO Group. I loved Lego growing up and more recently, it’s often questioned who’s having the most fun when I’m playing Lego with my twin boys. From a business perspective, I have admired the Lego turnaround, adapting, and evolving from near bankruptcy to toy industry legend. These are what fuelled my passion to recruit for the iconic Danish brand.

Back then, I judged my success as a recruiter by the brands I partnered with and how deeply I connected with their products as a consumer. I was fortunate to fulfill my dream early on by collaborating with Lego, a company where both their people and products were a source of inspiration. Fast forward ten years, and I’ve come to realise, that what fulfills me in recruitment isn’t solely about working with ‘sexy’ brands; it’s about the individuals I work with and the relationships I nurture with candidates and clients. 

What truly makes recruitment enjoyable for me is the people themselves, those individuals I choose to work with, and how bought into them I am as a person and as a leader. They are the lifeblood of any company, instrumental in shaping its culture, driving its success, and ensuring long-term sustainable growth. It’s not just about the product, although it’s beneficial when both the product and people align.

So, here’s why centering your recruitment career on finding people you genuinely want to work with, rather than exclusively chasing brands, makes the role fulfilling:

At the heart of every successful brand is a team of dedicated individuals who are passionate about the company’s mission and values. The people you hire influence your brand’s reputation, customer relationships, and overall performance. Their expertise, attitudes, and work ethic are pivotal in steering the brand toward success and leaving a lasting mark in the market. While an exceptional product can take you a certain distance, it’s essential to place your trust in the right people. If you believe in the individuals you’re hiring for, you’re investing in your candidate’s future with their team.

A thriving company culture is built on the collective values, behaviours, and attitudes of its employees. With the right hires, both candidates and managers can make a positive contribution to the company’s culture, fostering creativity, collaboration, and a sense of belonging. Conversely, poor cultural fit can disrupt harmony within the workplace. My goal is to place candidates into great cultures, recognising that it’s down to the people, not a company handbook. Finding the right people for a business allows me to shape and reinforce a culture that aligns with an organisation’s core values. It starts with having the right hiring managers and leaders in place. 

When you have a strong manager in place, they are more likely to make informed and strategic decisions for the business. Therefore, this gives the candidate you place a clear direction on what they need to deliver to be successful in their role and make an overall positive impact on the company’s future. 

I’m motivated to deliver great results when I buy into a hiring manager, and I like them. You want to do a good job for people you like and trust. It’s that simple!

As a recruiter finding the right client is more important than finding a client. These days, I’m assessing if I want to work in partnership with a person, not a brand. What brings me satisfaction is knowing that I’ve successfully matched someone with an opportunity and a hiring manager that perfectly aligns with their skills, aspirations, and values.

If you’ve made it to the end of this article and need support as a candidate or client within FMCG and consumer then please get in touch. However, be ready; I’m assessing you as an individual, not just the brand you work for 😉  

To make an enquiry call: 07568107992 or email:

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