Recruitment and Hard Work

Recruitment, done effectively, is essentially a kind of manual labour. A lot of the individual processes are clearly a mental labour, but completing an entire hiring cycle is much closer to manual labour.

No, recruitment doesn’t usually involve heavy lifting, fast movement, or strenuous contorting of muscles. Most people, however, only see the surface reality of recruitment and think of recruiters as leading a passive, introspective, working life delivered by means of admin process. If you have the strength to strike the keys on a keyboard, they think, you can be a recruiter. But once you actually try to recruit, you soon find it isn’t as peaceful a job as it seems.

“I have no idols. I (only) admire work, dedication and competence”. Ayrton Senna

The whole daily process – being at your workstation of choice, focussing your mind like a homing missile, imagining a final masterpiece from a complete blank canvas, controlling the narrative, speaking to and influencing the right partners, one by one, keeping the whole process on track – requires far more energy, and long periods of intense focus, than most people would ever imagine.

Therefore, it’s easy to understand why some people often misunderstand the effort of recruiters. Understandably, they can misconstrue a recruiter’s input as being only self-serving (which, of course, it also can be – this is a commercial world, after all). However, the recruiters who adhere to effective process, who are devoted to the quality of outcomes, should be recognised as adept professionals who generate valuable results.

The great F1 driver Ayrton Senna once said “I have no idols. I (only) admire hard work, dedication and competence”. These are the key ingredients of the devoted recruiter's make-up.
Job seekers and career professionals who also admire these qualities will benefit from working with the most committed recruiters in their field. Reap the fruit of manual labour.


Simplicity is the ultimate sophistication

Why do we believe simplicity is good?

With talent acquisition, it's because we feel we have to dominate the process. As you bring order to complexity, you find a way to make the process defer to you. Simplicity in recruitment isn't just the result of management style, however. It's not just process for the absence of risk. It involves excavating the depths of complexity to engineer the ideal result.

To be truly simple, you actually have to go really deep.

For example, to find the perfect hire, you can often end up running a selection process that is super-convoluted and ultra-complex. The better way is to go deeper with simplicity itself, to fully understand everything about your organisation and what makes it work. You have to deeply understand your business, your brand, to be able to know the best way to communicate your message to prospective talent. You'll then be able to drop everything that is non-essential and zone-in on ideal targets.

That's the Factology way. We thrive in managing complexity for our clients, bringing organisations a simple and effective result when acquiring talent.

Social Recruiting Survey

Factology is launching a series of surveys to assess how social media contributes to recruitment success. 

Three surveys will arrive over the coming months, asking respondents to share details of their professional usage of social media tools.

The surveys are open to professionals with recruitment responsibility within hiring organisations (employers), internal recruitment teams, employment agencies, and research/executive search organisations.

The surveys will:

  • Assess how social media directly contributes to recruitment, employer branding, human capital development and other related areas
  • Be used to create an anonymous, open source report for anyone who is interested in how to shape social media / marketing strategies for recruitment success
  • Help Factology refine our service offering and contribute to ongoing projects

There is also a chance for respondents to win a £20 Amazon Gift Card with each survey.

We hope you will welcome the chance to contribute to an interesting topic of conversation, and we look forward to sharing our findings with you (as well as distributing the gift cards!).

You can take part in our survey here:

Thank you.


Factology provides focus group analysis as part of our research service, extrapolating MI reporting that help our clients assess potential benefits and perceived risks during talent acquisition campaigns.

We welcome the opportunity to share our advice and findings. Please get in touch to get the conversation started.


Value and Compensation - do you know your 'worth'?

We recently rediscovered the excellent article on the HR transformation of Netflix, first published in the Harvard Business Review back in 2014.

Reflecting on her time as Netflix Chief Talent Officer, Patty McCord details the impact of an internal HR PowerPoint document that explained how Netflix shaped their culture and motivated performance.

The PowerPoint has been described as one of the most important documents to originate from Silicon Valley, and has been viewed more than five million times.  You can find the article and the presentation here (redirects to HBR).

There are some interesting observations to be gleamed from the way Netflix developed their high performance culture. Netflix took a head-on approach to attracting top talent, ditching poor performers (or strong performers who could no longer develop) and valued agility over complexity (Netflix promote the term ‘highly aligned, loosely coupled’).

Some of the directives may make Netflix appear cut-throat (valuing ‘P’ for performance over ‘A’ for effort, which runs as a harsh counterpoint to other people-focused organisations). However, it is apparent their roadmap created a company that was able to outperform the market, pioneer game changing technology and develop strong brand-loyalty.

As talent acquisition specialists and resourcing partners to leading global organisations, Factology view the Netflix policy on staff compensation as a key differentiator in their approach to talent.

Netflix believe in market-based pay and instruct employees to interview with competitors when the chance arises, to gain understanding of the market rate for their talent: 

‘Many HR people dislike it when employees talk to recruiters, but I always told employees to take the call, ask how much, and send me the number - it’s valuable information’.  (Patty McCord)

While Factology always advise career professionals to keep an ear to the market to asses their current value, most employers often advise against this, due to the perceived risks of destabilising their organisation (perhaps acknowledging an undervaluing of their staff’s market value).

We would like to hear what you think of this policy - is it beneficial, or risky?

  • Should HR/talent leaders allow their best employees to court the attention of competitors? 
  • Do employees feel comfortable ‘playing’ the market at the risk of appearing disloyal?
  • Should this be an open market information-sharing exercise, or kept as an in-house secret?
  • Does this type of market sampling become a non-issue when you already attract the best staff with outstanding compensation packages?


Factology provides compensation analysis as part of our research service, extrapolating MI reporting that helps our clients assess potential benefits or perceived risks (again, this depends on your individual and organisational outlook).

We welcome the opportunity to share our advice and findings, on an employer or employee basis. Please get in touch to get the conversation started.

There's no place like 'Roam'

Factology’s planned move to a new set of offices has been postponed due to unforeseen circumstances (for a couple of contractual reasons… surprisingly none of which relate to Brexit, making a refreshing change).

While we assess options that suit our leaner footprint (we like to think of ourselves as small but perfectly formed), we have decided to look into the wonders of Remote Working (a.k.a ‘Roam’ Working).

We've scheduled four different flexible working locations to assess over the coming weeks, and intend to share feedback on their suitability for business. Given the agility of modern communication technologies and our already responsive way of working, we hope to deliver an even higher level of service by maximising the unique infrastructure of these sites. We plan to offer some insight, productivity hacks and commercial tips on how to optimise performance in these ‘halfway-HQ’ type set-ups.

In truth, this move should pose few issues. Factology began operations as an owner-led, home-based start-up, and we embrace agile and flexible solutions to keep costs low and returns high. In this way we pass on savings to our clients, keeping overheads grounded, while being flexible enough to work in any region or office location were our services are required.

We'll be working at some of the more interesting flexible working locations throughout Manchester and Cheshire, and will keep you updated on our progress.