Do you need a recruitment partner for your next search?

In the fast-paced world of flavours, fragrances, and ingredients, finding the right talent can be a game-changer. Getting it right means having the right people in place without wasting time, and that’s where a strong recruitment partner comes in. With deep industry knowledge, extensive networks, and a track record of success, they can help you secure top talent quickly and efficiently.

But before you dive into external recruitment support, it might be worth making sure you've explored all your options first.

If, after trying everything, you decide to work with a recruitment partner, you’ll more than likely appreciate the value they bring, turning what might feel like a cost into a strategic advantage, ensuring a smooth, positive experience for you and your candidates.

To help you make an informed decision, here are some (not all) key things to consider:

Do you have the time?

• Finding the right candidates takes time and effort, make sure you can set aside enough time for reviewing applications, interviewing, and following up, etc. without it impacting on your day-to-day role.
• Organisation is key, “one click apply” has made online application processes far easier, but as a result you can quickly see your inbox full, staying on top of communication is crucial. Quick replies and clear updates keep candidates interested.
• Multiple roles? Hiring for one position can be challenging enough, but managing multiple roles at once requires a whole new level of organisation. It means juggling multiple job ads, reviewing dozens (or hundreds) of applications, scheduling back-to-back interviews, and keeping track of candidate progress for each role. Without a clear system in place, things can quickly become overwhelming, and great candidates could slip through the cracks.

How big is the talent pool?

• Some roles are simply harder to fill than others. Whether it’s due to niche technical skills, specific industry experience, or seniority level, the challenge increases when the talent pool is small. In specialised sectors like flavours, fragrances, and ingredients, candidates with the right expertise can be few and far between.
• Understanding the size and accessibility of your talent pool is crucial. If the pool is limited, you may need to invest more time in proactive sourcing and targeted outreach. This is where a recruitment partner with deep industry connections and market insight can make a real difference, helping you reach candidates who aren’t actively looking but are the perfect fit.

Do you have the network?

• Tap into your network, your existing connections can be gold. Sometimes, the perfect candidate is just one conversation away.
• Don’t forget to ask your team for referrals too, they might know exactly who you need, but unless you ask, they may not know to share.
• Depending on the role, you could also collaborate with Educational Institutions, building relationships with universities and training centres specialising in food science, chemistry, or related fields can be a great way to connect with fresh talent for your junior and entry level roles.

Are the professionals you’re after looking?

• Great candidates aren’t always on the job market, they’re busy, engaged in their day-to-day work and not paying attention to job adverts. Being proactive, actively reaching out to top talent in the market and even your competition, can uncover talent otherwise missed.
• Develop an attractive proposition, it’s not just about finding talent, it’s about making them want to work for you. Make sure you’re highlighting your company’s strengths and growth opportunities.

Do you have the skills and knowledge?

• Crafting compelling job descriptions is crucial is you’re relying on inbound applications; a well-written job ad is your first chance to impress, make sure it’s clear, engaging, and speaks directly to the talent you’re after. Don’t forget the W.I.I.F.M (What’s in it for me?)
• Attract and engage, sought-after talent is often in high demand and not always actively looking. Knowing how to reach out, engage, and persuade passive candidates can be a game-changer. This means not only knowing where to find them but also how to spark their interest and communicate your company’s value? Long-term relationships can make a huge difference here.
• Understanding the Industry, not all industries are the same, and neither are their talent markets. In the world of flavours, fragrances, and ingredients, understanding the specific skills, qualifications, and experience that truly matter is essential. Do you know what separates a good candidate from a great one? Are you aware of the latest industry trends and talent expectations?

 

If after exploring your options, you decide to work with a recruitment partner, ensure they genuinely add value. They should make your hiring process easier and more efficient, not harder, and they should leave candidates with a great impression of your brand.

Here are a few things to keep in mind:

• Track Record: How long have they been going? What’s their project fill rate? Do they track employee retention after placement?
• Industry Expertise: Are they familiar with your sector? What roles have they filled before? Who have they worked with?
• Transparent Process: Do they walk you through their process? How do they handle your data? Are they going to make your life easier?
• Evidence: Don’t be shy about asking for success stories, a good business should be able to share references and case studies to back up experience.

 

At Paragon Talent, we specialise in connecting businesses in the flavours, fragrance, and ingredients sectors with exceptional talent across the globe. Our industry expertise spans over a decade, with success to date in more than 18 countries and across 4 continents.

Whether you’re looking to build out your sales team in Europe like Treatt, grow add a new Commercial VP like Prinova US, or secure a new Senior Flavourist in a talent short market, we can help.

For a confidential, non-obligatory conversation, please BOOK A CALL WITH US TODAY.

Or contact us via email at contact@paragon-talent.com