GLS Recruitment

Talent Aquisition - A measured approach or a word like love

Posted on 29/03/17
Aaeaaqaaaaaaaaei Aaaajdm5 Mm U5 Ytm4 Lwvi Ntut Ngy3 Zc1I Y2 Yw Ltm1 Ym E1 Mdzk Ngjh Mg

Einstein once said that the definition of insanity is doing the same thing over and over again and expecting a different result, if this is true then talent acquisition, in many cases, fits that bill. Talent (and acquisition / strategy / advisory) are all terms that get thrown around a little too much; it is an over-used, misunderstood term…. A lot like Love!

I ‘love’ this, I ‘love’ that, I ‘love’ you. Everybody is in love these days and the word just doesn’t have the same depth of meaning it once did, taking us back to the good old days; Love was Marriage and companies hired, then they recruited, more recently it has been search and selection and today it is talent acquisition.

Almost every company uses the term Talent Acquisition Strategy; they all have it in one way or another. What exactly is talent acquisition? What does it mean? If everyone is doing it what sets them apart from their competitors? Perhaps most importantly how can candidates use a company’s talent acquisition strategy to their advantage during the hiring process? Talent acquisition has developed from a once back office process to a core business strategy, which, when used successfully by companies can directly and positively impact organisational growth.

A talent acquisition strategy is much more than recruiting talented people. To successfully employ a strategy companies need to constantly attract new talent whilst re-recruiting and developing the talent they have. A good talent strategy cannot be implemented overnight, it takes an age to see through, it is not just about getting the right people through the door, it is about keeping them and most importantly utilising them to their full potential.

In a report published by Deloitte University Press it states ‘’companies looking to recruit talent and acquire new talent must now compete on a new battlefield – a battlefield shaped by new global talent networks and social media and defined by employment brands and changing views of careers’’. Whilst many companies have a talent acquisition strategy many processes used by in-house and external recruiters have not changed. Swapping the term hiring or recruiting for talent acquisition does little to change the way a company approaches their talent needs. Deloitte identifies that companies that fail to adapt [to a modern approach] will be on the losing end [of the talent war].

An effective talent strategy must be treated both In-house and out like a marketing campaign. Employer brand is imperative; sources like Glassdoor now make it easy for candidates to get an in-depth view of a company without ever setting foot in the door. Social media sites are a must and many companies engage in talent communities to identify candidates and showcase their brand. Outsourcing does not mean relinquishing control of the recruiting process it can instead provide a valued and measurable resource that helps companies stay ahead. I consult to several clients working with them in all areas of their talent needs.

Global statistics show the UK lags behind other countries in the race to change their talent strategies, 60% of respondents to Deloitte’s report published in 2014 state they are currently updating or revamping their talent sourcing strategy.

Recently some companies (not the first ones) invited employees to re-apply for their jobs. Perhaps unsurprisingly this left many outraged ‘How dare they?’ was the common response. If you look at the flip-side, when communicated properly this can be an effective strategy. If a company’s staff retention is high, many employees may have been there for several years perhaps not utilised to their strengths. How many are different people than they were 5, 10, 15 years ago? We change, in turn our strengths, skills and needs change. By re-applying both you and the company are afforded the opportunity to identify if you are happy and best placed in your current role, perhaps you would benefit from more client contact, a change of hours or increased responsibility. Re-deployment can be a positive strategy.

As the Economy begins to stabilise companies need to find a way to get ahead of their competitors, some companies use flexible working hours and find talent in working mum’s (and dad’s), talent that is missed by less flexible companies.

Looking at Tech Giants, Facebook (and often Google’s) talent acquisition strategy centres around company acquisition, Zuckenberg is renowned for buying companies simply to acquire talent. In an interview with Liz Gannes, Mark Zuckerberg said ‘’we’ve bought a bunch of companies to get good CEO’s and good product folks…we haven’t yet boughtany companies to get the company. It’s always been [because of] the people involved’’

Stryker delivers a 20% annual, organic growth, like FB, Google and Apple they attribute large success to their talent strategy. In an article published by business Journal, Stryker’s Donna Lewdandowski said ‘’it is not just the company’s expansion that drives our resourcing… [Stryker] are constantly searching for new talent’’.

The bottom line, if you don’t have a Talent acquisition strategy, get one! As Lewdandowski said ‘we take a long-term rather than a short-term view to recruitment’.

Candidates, use this to your advantage, if you are not on Social Media, get on it, join talent communities; put yourself out there and when speaking with potential companies highlight your long term plans!

Author: Marie-Clara Thaureux (Director of GLS)

Mc Profile Image
GLS Recruitment

Terms & Conditions

These Website Terms of Use and Privacy Policy cover your use of our website (the ‘Website’). By accessing, using or contributing to the Website you agree that you have read and accept these Website Terms of Use and Privacy Policy and that they apply to your use of the Website. If you do not wish to be bound by these Website terms, please leave the Website.

1. Contact details

The Website is run by the Green Lizard Solutions Ltd. (“GLS”).

Through the Website you may gain access to products, services and training courses of Green Lizard Solutions Ltd. and/or Green Lizard Solutions Ltd. t/a GLS Outsourcing (GLS) and/or Green Lizard Solutions Ltd. t/a GLS Recruitment (GLS). In addition to these Website Terms of Use the provision of such products, services and training courses will be governed by such additional terms and conditions as you may be made aware of at the time of booking.

If you have any queries relating to your use of the Website, please email us

2. Intellectual Property

All intellectual property rights throughout the design and layout of the Website and in the material and information published on the pages of the Website, including, but not limited to, copyright and rights in registered and unregistered trademarks, are owned by or licensed to GLS.

Save as may be incidental to you obtaining access to the content on the Website, you must not reproduce, download, transmit or retransmit, manipulate or store on paper, electronic (including, but not limited to any database or any part of the Internet), CD Rom or other offline product on any other format in whole or in part, the design and layout of the Website or the information or material published on the pages of it, nor hypertext or otherwise link to it, without the prior written consent of GLS, such permission to be given or withheld at GLS’s absolute discretion.

3. Disclaimer

The material and information contained on the Website is for general information only and does not constitute any form of advice or recommendation by GLS. You should not rely on the material or information on the Website as a basis for making any business, legal or other decisions. You should seek advise from GLS or other appropriate independent advice before making any such decisions.

GLS does not warrant or represent and excludes all warranties or representations that the material and information, including advertising material, on the Website is accurate, true or complete or that it is free of viruses or that it does not contain any material which is defamatory, obscene or illegal in any way.

In no circumstances will GLS be liable to you or any other third parties for any loss or damage (whether direct or indirect, including loss of profits, loss of opportunity or any consequential loss) resulting from or in any way connected with your use of the Website or its content, whether caused by negligence, misrepresentation, breach of any statutory duty, breach of contract or otherwise. GLS does not limit or exclude its liability for death or personal injury resulting from its negligence.

You may access other websites via hypertext links from the Website. You use such links and other websites entirely at your own risk. Such websites are provided by third parties and neither GLS nor its subsidiaries accept any responsibility for the availability, content or use of such websites or information contained on them. Any links to third party websites do not amount to any endorsement of that site by GLS.

GLS endeavours to ensure that the information it provides through the Website is accurate and accepts no liability for any errors and omissions, misuse of copyright or personal information in breach of the above rules.

4. Indemnity

You agree to indemnify and to keep the GLS indemnified from and against any costs, claims, demands, expenses and liabilities suffered or incurred by GLS arising from or which are directly or indirectly related to your access to and/or use of the Website and/or any other person or entity’s use of the Website.

5. General

GLS reserves the right to assign or transfer all or any of its rights and obligations under these Website Terms and Conditions to any of its group companies or to any other third party. In the event of assignment or transfer to any other third party, notification will either be given to you by email or posted on the Website.

Failure by GLS to exercise or enforce any right conferred upon it shall not be deemed to be a waiver of any such right nor operate so as to bar the exercise or enforcement of that or any other right on any later occasion.

GLS reserves the right to vary these Website of Use from time to time. Such changes will be posted on the website. Changes in this manner shall be deemed to have been accepted if you continue to use the website after a period of 2 (two) weeks from the date of posting on the website.

These Website Terms of Use and Privacy Policy are governed by and will be interpreted in accordance with Jersey law. The Jersey courts shall have exclusive jurisdiction to settle any claim or dispute which may arise out of or in connection with these Website Term of Use and Privacy Policy.

Privacy Policy

GLS Recruitment are committed to protecting the privacy of our clients, candidates and all visitors to this website and our Privacy Policy is designed to help you understand how personal information is collected, used and safeguarded. 

Green Lizard Solutions Ltd. and/or Green Lizard Solutions Ltd. t/a GLS Outsourcing (GLS) and/or Green Lizard Solutions Ltd. t/a GLS Recruitment (GLS) are registered in Jersey, we are an provider of business outsourced solutions and are a registered employment agency, sourcing candidates for permanent, contract, temporary and executive roles, providing clients with pre-employment screening, training, and other outsourced business services. We can be contacted via our website, by email or by telephone 01534 852111or by post at: Bond Street Chambers, 1 Bond Street, St Helier, St Helier, Jersey, JE2 3NP.

1. Data controller

The Data Controller, Green Lizard Solutions Ltd. is registered on the Data Protection Register with by the Office of the Information Commissioner in Jersey. 

Should you have any queries or complaints or have any data protection concerns about our website or services, in the first instance, please contact us and we will do our very best to answer your questions or resolve any problems. Our Data Protection Officer is Kevin Goldswain and he can be contacted on

2. How personal information is collected, used and safeguarded

We collect data from candidates in person, by telephone and electronically. It is used only for recruitment purposes. In order to assist you, we need your personal details including your full name, residential address, email address, telephone numbers, education and career history, and your residential status. 

With your consent, from time to time, we may seek information from third parties such as debt collection agencies, references from former employers, confirmation of your education and verification of your qualifications and professional memberships. 

The data collected on candidates is restricted to that necessary for recruitment purposes and to ensure compliance with the law.  We comply with the Data Protection (Jersey) Law 2018 (incorporating the General Data Protection Regulation (GDPR)). (Please see below our policy on cookies). 

3. Retention of data

If you register with GLS Recruitment, you may at any time tell us to remove some or all of the personal data held by us on you. Under the terms of the GDPR, we must hold personal data for no longer than necessary. We treat our candidates as individuals and therefore hold and delete a candidate’s personal data in accordance with their wishes.

4. Additional rights

Under the GDPR, individuals have rights in relation to data held on them: 
• The right to be informed 
• The right of access 
• The right to rectification 
• The right to restrict processing 
• The right to data portability 
• The right to object 
• Rights in relation to automated decision making and profiling 

For further information on the GDPR, please refer to the website of the Office of the Information Commissioner

6. Transfer of data outside of the European Economic Area

Although we recruit predominantly for clients based in Jersey and we always obtain a candidate’s consent to submit their CV to a client, we do have clients that may be based overseas. By registering with GLS Recruitment, you consent to the disclosure of data outside the European Economic Area.

7. Acceptance

You will be deemed to have accepted GLS Recruitment’s policies on the use of your data as set out in our Policy Statement, if you access our website and register with us.

8. Changes to privacy policy

We will update this document to reflect any changes made to our Privacy Policy. This policy is effective from 24 May 2018.

9. Links to websites

Websites linked to and from our website are not covered by our Privacy Policy. We accept no responsibility for websites not under our control.

10. Cookies

Our website use cookies. Cookies are text files that are stored in a computer system via an Internet browser.

Many Internet sites and servers use cookies. Many cookies contain a so-called cookie ID. A cookie ID is a unique identifier of the cookie. It consists of a character string through which Internet pages and servers can be assigned to the specific Internet browser in which the cookie was stored. This allows visited Internet sites and servers to differentiate the individual browser of the data subject from other Internet browsers that contain other cookies. A specific Internet browser can be recognized and identified using the unique cookie ID. 
Through the use of cookies, we can provide the users of this website with more user-friendly services that would not be possible without the cookie setting. 

By means of a cookie, the information and offers on our website can be optimised with the user in mind. Cookies allow us, as previously mentioned, to recognise our website users. The purpose of this recognition is to make it easier for users to utilise our website. The website user that uses cookies, e.g. does not have to enter access data each time the website is accessed, because this is taken over by the website, and the cookie is thus stored on the user’s computer system. Another example is the cookie of a shopping cart in an online shop. The online store remembers the articles that a customer has placed in the virtual shopping cart via a cookie. 

The data subject may, at any time, prevent the setting of cookies through our website by means of a corresponding setting of the Internet browser used, and may thus permanently deny the setting of cookies. Furthermore, already set cookies may be deleted at any time via an Internet browser or other software programs. This is possible in all popular Internet browsers. If the data subject deactivates the setting of cookies in the Internet browser used, not all functions of our website may be entirely usable. 

Last update: 25th May 2018 – Green Lizard Solutions Ltd.

GLS Recruitment

Working in Jersey

Jersey is the largest of the British Channel Islands at 45 square miles and is one of the World’s leading International Finance Centres. Located 85 miles to the south of Mainland Britain and 14 miles from the coast of France, Jersey’s reputation for being one of the best regulated international finance centres combining with strong economic stability offers the perfect setting for International Finance.

Over 12,000 of the islands c.100,000 population are professionally trained and enjoy careers in the Islands Financial Services companies, many of the head-offices based in offshore Jersey.

Offering a competitive Tax jurisdiction with a cap of 20% on Personal tax and no VAT, Jersey is in the unique position to offer a much sought after work-life balance. Surrounded by beautiful beaches give summer a greater meaning. Commuting is not a word that needs to be used in Jersey and Crime rates remain at a low whilst both public and private schools consistently perform better than their UK counterparts providing a perfect setting for families.

GLS Recruitment

Saved Jobs

Clear all jobsArrowEmail me my saved jobsArrow
GLS Recruitment