Data center client case study
Recruitment for international data center expansion
Our client is a global data center (DC) solutions provider, who are rapidly expanding their DC presence across Asia to meet their clients’ ever growing needs. However, they faced significant recruitment challenges namely that they needed highly specialized talent to drive their projects forward, particularly in a market as niche and competitive as the one they were entering.
The main recruitment challenges
1. Talent shortage in a competitive market
The country they were entering had a limited pool of candidates possessing the required skills. Moreover, larger, more established companies were also vying for the same talent, exacerbating the talent shortage.
2. Specific skill requirements
Our client required candidates with strong data center experience, excluding those with purely construction backgrounds. This specificity further narrowed the candidate pool, making the recruitment process even more challenging.
3. Language proficiency
Given our clients global operations, candidates needed to be proficient in both English and Mandarin to facilitate effective communication within the company and with external stakeholders.
4. Quality of candidates
Our client had previously encountered agencies that were more focused on volume than quality, submitting multiple CVs without a deep understanding of the role's requirements. They needed a recruitment partner who could deliver high-quality, relevant candidates.
How did First Point Group help?
We partnered with our client to recruit for up to five critical roles, with a particular focus on two positions in a new jurisdiction. These roles were crucial for our clients ongoing and upcoming projects, making timely and effective recruitment essential.
Challenges faced by First Point Group
1. Multiple Offers
Candidates in the DC sector often had multiple job offers, making it difficult to secure their commitment.
2. Limited DC Experience
The scarcity of candidates with specific DC experience in the chosen location meant that FPG had to employ targeted strategies to find the right fit.
3. Targeting Passive Candidates
We had to actively pursue passive candidates who were not actively looking for new opportunities. Convincing these individuals to consider our client over other potential employers required a strong value proposition and careful relationship management.
The Solution: A detailed recruitment strategy
1. Understanding Requirements and Culture
We started by thoroughly understanding our clients specific needs, both in terms of skillset and company culture. This ensured that candidates not only had the necessary technical expertise but would also be a good cultural fit for the organization.
2. Multi-Channel Candidate Search
We utilised a variety of methods to identify and reach out to potential candidates:
- CRM: Leveraging a 150,000+ strong database, First Point Group utilised an extensive database containing many DC professionals.
- Personal referrals: Utilising a vast candidate network, we actively sought referrals from industry contacts and past candidates.
- LinkedIn Recruiter: Leveraging the platform to source relevant candidates with relevant DC experience.
3. Screening and Filtering
Candidates were rigorously screened based on their technical skills, experience in data center environments, and language proficiency. This ensured that only the most suitable candidates were presented to our client.
4. Engagement and Closing
We effectively managed the entire recruitment process, from initial outreach to offer acceptance. The emphasis was on clear communication and managing candidate expectations, which resulted in a swift hiring process completed within a month.
2
Roles Filled
106
Candidates Contacted
8
Candidates Shortlisted
4
Candidates Interviewed
7
days between final interview and offer
Impact on our client
The timely placement of a construction manager was particularly critical for our client, given the urgency of their ongoing projects. One of the successful candidates brought significant value from day one due to their prior DC experience. This candidates contribution has been instrumental in progressing the construction stages of the project, which is set to be completed by 2025. The hiring manager's lack of issues reported post-hire suggests the candidates has integrated well into the team and is effectively handling the demands of the role.