Cracking the Code: How Redrob Recruitment Breakthrough Unlocked Niche Talent for This Firm

Overview

Lall & Sethi is a leading IP firm with a robust reputation in intellectual property rights, corporate law, and litigation. This company has carved out a niche in the IP sector, serving top international brand owners across virtually every business category along with a strong IT department, that has developed its proprietary IP management software, CLICKIPR, enhancing the efficiency of its services.

The firm has grown significantly, particularly in niche sectors like agro-chemistry, and continues to expand its reach. Within 2 decades of its establishment in 1993, the firm with 51-200 employees has expanded its reach across South Asia, with offices in India, Sri Lanka, and Nepal. 

Objective

In February 2024, Lall & Sethi partnered with Redrob with a specific objective: to streamline their recruitment process for niche job positions within the agro-chemistry sector. These niche roles required types of candidates that could fulfill a highly specialized knowledge and experience. This requirement made the job search a bit complicated for the company and also with a limited number of options that could qualify for the eligibility bracket, it made it more challenging to approach the right fit. 

Hence, the goal for Redorb was multi-pronged starting from searching the candidates and then identifying the right fit to eventually onboarding only the quality candidates who could meet the firm’s stringent requirements. All these efforts to hire the best fit who could contribute effectively to its growing portfolio of clients in this specialized field.

Challenges

Lall & Sethi faced major challenges in two aspects which were sourcing and recruiting. The sourcing was a problem because of the required niche in the agro-chemistry domain. This primary requirement limited the availability of qualified candidates as the expertise required was both specific and rare. Hence, this made the job search complicated as there was a scarcity of talent making the recruitment process particularly difficult and time-consuming.

Additionally, the firm’s traditional recruitment methods failed to yield the desired results both quantity and quality-wise. This amplified the HR team’s struggles to attract candidates who would qualify both the eligibility criteria and the third requirement of the candidate’s intent being aligned with the firm’s cultural and operational needs. This shortage of suitable candidates posed a risk to the firm’s ability to effectively service its agro-chemistry clients and maintain its reputation as a leader in the legal field.

Strategy

Understanding the challenge Lall & Sethi approached Redrob to tackle these challenges. As the first step towards aiding the company, we utilized a Recruiter Search Model specifically designed to target and attract top talent within the agro-chemistry sector. This was helpful in proactively headhunting the qualifying candidates and for this particular shortlisting, we made use of the industry-specific networks of almost 13 lakh candidates via Redob’s Job Posting options. Then, we complemented the job search by using advanced recruitment tools like Resume Parsing, and ATS to identify potential candidates who were not actively seeking new roles but fit the profile perfectly.

Through a dedicated approach, we were able to shortlist 40 quality candidates with a quick Turnaround Time (TAT) of 4 weeks where we made sure that the firm could engage with potential candidates swiftly and efficiently. This was made possible through Redob’s Kanban Board feature - which optimized the priority board of Lall & Sethi as they were able to bifurcate the progress. Also, the automated drag-and-drop option made communication transparent for both the company and the shortlisted candidates as the automated notification process eliminated the delays. 

By streamlining the recruitment process and reducing unnecessary delays, the firm was able to maintain the interest of high-quality candidates and move them through the hiring pipeline with minimal friction.

Results

• Shortlisted 40+ Quality Candidates

• Quick TAT of 4 weeks

• 100% automation of manual tasks

• 60% more efficient hiring