Welcome to S-energy Consultants, the home of Strategic Safety and Security

We specialize in strategic safety and security solutions, where we can quickly and efficiently cut through the noise that is out there in the space.

At the moment, decision-makers get faced with a choice between two extremes:

1. The low cost – high risk

You can save energy and time by merely employing nightclub bouncer types. You could place an advert at your local gym, on a job board or other similar low entry workforce pools. The problem here is in merely trying to find people who are available and interested in each role; you are unlikely to get the required skill and experience set.

That can be dangerously inefficient, when you do get a shortlist of possible candidates, you might be filling shoes and ticking regulatory requirements, but do you have airtight security? When you have inexperienced people, the real work starts, weeks or months might need to get spent on training. In many cases, your time and money will have gotten wasted waiting for people who are simply a bad fit. It’s common unless you refine your outreach and filtering process.

2. The high cost – low risk

It’s a more conventional model. If you can find a good recruiter or headhunter, they do practically all of the work for you. If you find one of the ‘good ones’, then you can be presented with a shortlist of suitable and available candidates within a week, and they will be ready for an interview.

The other choice is to use a specialist agency who take control of putting the team together. Here, there are recruitment costs, as well as outsourcing human resource duties.

The downside here is the cost, finders fees and a day rate percentage that has typically been 10-30% in perpetuity makes recruiters costly. Outsourcing your human resource departments can add further layers of costs. These other companies are in business to make a profit, just as you are. Having outsiders do the work for you is a safe bet, but can make you wonder if this is worth it for the convenience.

In practice, situations often occur where a company decision-maker bounces between these traditional ‘solutions’ trying to either hedge their bets or only through frustration. If you are responsible for new safety and security hires in your company, you will understand our point.

You will be very familiar with trawling through jobs boards or social media for hours at a time, sending out introductory emails and getting nowhere. At the same time, your superiors want results yesterday. Dealing with headhunters and recruiters can be just as bad. Most recruiters and headhunters do not understand the nuances of each job role, many or even most candidates forwarded will be unsuitable for one reason or another.

We help you find the best people and create a robust plan

We’re neither recruiters or a security agency in the traditional senses of the terms. See us as primarily as management consultants, that happen to specialize in safety and security. We can offer as much, or as little help as is needed, tailored for your needs.

No two companies are the same, and it could be that a straightforward audit identifies one-off solutions that continue to serve you in the future. Perhaps you need assistance with an expansion plan, or to create a new department within a successful team.

We can act as a regular recruiter, systems developer or manage as an agency, and it depends on what you need, and what we can do to provide maximum value.

As with all organizations, equipment and best practices are essential, but the ultimate success is all about human factors, and the core competency of your people.

Many of the most experienced and highly skilled technical personnel do not deal with recruiters or have their resumes posted on jobs boards anymore.

Why?

Mainly because their private information has not been looked after, recruiters can download every single resume from the volume jobs boards. Then individual recruiters can quickly sell lists to their buddies at other companies, or they can take what they see as ‘their candidates’ with them as they move companies. Before long, they are getting spam emails and nuisance phone calls from all over the world.

But that is not the only reason, recruiters, in general, have a reputation for over-promising, misleading and not being there when needed. The best and brightest don’t tolerate this anymore.

So how do they get a job?

Often only by networking, by being good enough that any company would love to have them on staff. What has developed over the years is like a ‘gentleman’s club’ where members (like-minded professionals) help each other out to fill the most valuable positions in the industry.

That is our ‘secret sauce.’

OK, it is not a secret anymore, but this is how we will fulfill your safety and security needs, through our network. While we can find available candidates at any time, our key differentiator is the fact that we can fill critical positions and put teams together by merely reaching out to our existing networks. Every person in this elite ‘manpower club’ is only a couple of degrees separation from the others. We do this through private email and telephone, no cold calling by fast taking salespeople, just a welcome phone call from an old friend.

How can jobs boards and recruiters compete with that? The strategic safety and security model is the future.