Dan Hill, Senior Vice President, Willmott & Assoc.
What is your role at Willmott?
I am the Senior Vice President at Willmott & Associates. In my role I am responsible for managing our day to day operations and also act as an individual contributor working directly with clients and candidates.
How long have you been in staffing?
I began my career in staffing in 1987 and have been with four organizations in that time. All of my experience has been on the Agency / Search side of Talent Acquisition. The last 17 years focused on Human Resources here at Willmott & Associates.
What do you like most about being in the HR space?
I enjoy the continuity of the relationships we’re able to build. Many times that relationship begins when we work with candidates. We’re able to build a positive rapport, get a sense for what motivates them, career aspirations, key drivers in their search process and obtain a deeper understanding of who they are as a person. We’re able to develop a partnership based on mutual respect, a shared goal to find them the right opportunity and open transparent communication. This then translates to the client side as our candidates land in roles where they may need the services of a staffing agency. The credibility has been established and we are off and running.
As your clients’ needs have changed over the years, how have you led the Willmott team in transforming in order to meet and exceed the needs of the marketplace?
As I mentioned, the foundation of our organization is the ability to establish and nurture mutually beneficial relationships built on trust and shared values / ethics. Understanding our client’s changing needs and business objectives, gives us a strong competitive advantage. There are many tools available to internal and external recruiters and we tap in to them all. The difference is what you do with those tools and how we intuitively understand the nuance / fit factors for each organizations unique culture. We’ve been able to adapt to the changing HR landscape by staying close to our clients and candidates. They are the greatest source of new trends and best practices in the HR space. We’ve also been able to attract great talent internally at Willmott. Folks who are intellectually curious and take pride in achieving a high level of client and candidate satisfaction.
What do you look for when you are hiring and adding to your internal team at Willmott?
A successful Willmott employee will have energy, passion and an ability to intuitively understand the needs of our clients and candidates. They will have a core of ethics, values and integrity that is shared with all other Willmott colleagues. Most importantly they will need to understand and embrace what Willmott has stood for since 1982 – helping candidates propel forward in their careers and at the same time providing our clients with a key resource for their organizations growth.
Any additional comments? Idea on the market? How Willmott is different?
The HR job market continues to be robust however clients are very discerning about what the “Right” profile consists of. It is easier than ever for candidates to hit “send” and apply to any number of openings. My advice is to take a step back before submitting resumes and truly understand whether you are the right fit. (Would you hire you for this opening). If the answer is a strong YES, then dig in to your network and look for a connection that may be able to introduce you to either a hiring manager or a recruiting resource at that company. So many candidates are frustrated by the lack of response when they submit their resume through a web portal or ATS. Take the time to do the research before reaching out.
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