HOW WE RECRUIT BRILLIANT TOY JOB APPLICANTS FOR TOY COMPANIES

Let’s be real here, no Toy company really wants to pay Toy recruitment consultants. In an ideal world, a job advert would be placed, and two or three perfect applicants would apply. A quick round of interviews would commence and then the perfect candidate would be placed in the role. That all sounds very easy, and certainly not worth paying for outside specialist help with.

The problem with that scenario though is that things rarely work like that! When you are recruiting mid to senior level roles, the reality is that recruitment can take up an inordinate amount of management time, and while it’s really critical to hire the right people for your Toy business, you also need to consider two things:

1. The opportunity cost of senior people in your company spending their time on the more time-consuming parts of the recruitment process.

2. In the same way as you wouldn’t just start trying to set up your own manufacturing facility in house, you have to ask if you really have the time, head space, skills and contact network to find the best applicants.

What we do in our business is to work across most elements of the Toy & Game business on a global scale. In a typical day, we may have dealings in the UK, USA, Korea, India, China, Australia and so on. We have a business which is a decade and a half old. The mission of that business is to facilitate the success of Toy & Game companies, so we have built up a huge amount of industry goodwill, strong contacts with key people and a reputation as being both honourable and highly effective at what we do.

That’s before we talk about our Toy & Game industry communications platforms. Between social media and our own databases and opt-in email lists, we can get Toy job vacancies in front of more than 25,000 people in this industry. That gives us a huge platform that a typical Toy business does not have. Most small to mid-sized companies are primarily focused in their dealings on one major market, and maybe a couple of other markets. They then tend to have a limited team working the international export opportunities.

The reality is that we have a huge advantage in finding the right applicants versus the platforms you can use yourselves. So when we come to look at a new opportunity, we are immediately planning on how to best access our large audience to bring in the best possible mix of applicants we can. By way of example, on a recent Toy recruitment project we worked on, the client had tried quite hard to find someone themselves, but there was a shortage of the type of capability in the location they were hiring. Within 48 hours of starting to work on the project, we had more than 30 applicants, one of whom was a strong fit with both the job requirements but also the company culture.

So the bottom line is that we cast our net wider and deeper than our clients typically can. If you have a really critical mid-level to senior role you want to fill, and you want to bring in the best people to interview for the role, maybe we can help – get in touch today via the Contact page.