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Mc Gregor Boyall Public Services Brochure
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Mc Gregor Boyall Public Services Brochure


McGregor Boyall Company Brochure

McGregor Boyall Company Brochure

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  • 1. Professional Recruitment Providing experience and expertise for over twenty two years mcgregor boyall com Professional Recruitment
  • 2. Contents 03 About Us 04 Our Clients 05 Public Services 06 Standards 07 Quality 08 Diversity & Inclusion 09 Added Value
  • 3. McGregor Boyall 03 About us For over 22 years McGregor Boyall has been successfully delivering professional recruitment services to a Public Services and Financial Markets client base. Our history and We partner our clients in recruiting the best professionals in the areas of: track record clearly • Audit, Compliance and Risk demonstrate our ability • Client Relationship Management (CRM) to innovate in the face of • Commissioning constant change. • Enterprise Resource Planning (ERP) • Executive and Senior Management • HR • IT • Marketing • Procurement and Policy We have been successful due to the professionalism, sector knowledge and experience of our consultants. It is their commitment to high levels of service and effective delivery that has allowed us to develop a deep pool of candidates who consistently turn to McGregor Boyall when searching for a new position. In a marketplace in which effectiveness and value are increasingly prized by both clients and candidates, we believe that the qualities which have sustained our performance in the past will continue to do so in the future. The past two decades have presented our clients with an array of recruitment and retention challenges that we have helped them to meet. It is now clear that the immediate future will pose even greater ones. Our history and track record demonstrate our ability to innovate in the face of change whilst retaining our commitment to the unchanging values of focus and commitment.
  • 4. McGregor Boyall 04 Our clients McGregor Boyall has actively developed a range of recruitment services which reflect closely the requirements of our client base. A tradition of flexibility, From a recruitment perspective it is clear that the immediate future will look very different to the recent past. Yet even though most of our clients will face similar agility and creativity challenges in general, individual organisations may be required to respond to have allowed demands that are highly sector-specific. Our clients include: McGregor Boyall to target our services Amnesty International London Borough of Lewisham BAA London Borough of Richmond in a constantly BBC London Borough of Southwark changing recruitment BBC World Wide London Borough of Sutton environment. Cambridge City Council London Borough of Tower Hamlets Carlisle Managed Services London Borough of Waltham Forest Comic Relief London Borough of Wandsworth East Northamptonshire District Council Northampton Borough Council East Sussex County Council Northamptonshire County Council Essex County Council Foreign and Commonwealth Office Royal Borough Kensington & Chelsea Guildford Borough Council Royal Borough of Kingston Hertsmere Borough Council Runnymede Borough Council London Borough of Bromley Seven Trent Water London Borough of Camden St Albans District Council London Borough of Croydon Stevenage Borough Council London Borough of Havering Thames Water London Borough of Islington Watford Borough Council
  • 5. McGregor Boyall 05 Public Services McGregor Boyall’s Public Services & Utilities Team work closely with Central & Local Government bodies, Charities, Not for Profit and Utilities Providers for the supply of Contract, Permanent and Interim appointments primarily in the UK. Our track record of replicated success for our clients for over twenty two years, in extremely competitive markets is testimony to our ability to deliver. We listen to our customers needs, taking meticulous care offering unsurpassed quality to ensure every element of the recruitment cycle is carried out correctly, and intuitively anticipate what our customers’ future needs are. McGregor Boyall actively invests in keeping in touch with the ever-changing landscape of the sector to deliver the highest quality service. Consultants receive enhanced training on issues including diversity in addition to attending conferences and workshops to develop their sector knowledge and professional networks. McGregor Boyall’s reputation of integrity and long term record of client satisfaction is reflected in the depth and breadth of our diverse relationships.
  • 6. McGregor Boyall 06 Standards As an ISO accredited firm, we interview/vet all candidates in compliance with strict guidelines. Candidates are initially selected against a client’s given criteria and their CV is assessed for relevant experience. The candidate will be given a telephone interview to assess their: • Technical skills • Career history • Business knowledge • Fit for a particular role or company • Personality • Eligibility to work in the UK In addition candidates aspirations and motivations are covered along with salary/rate and package requirements, which are managed in line with market rates. Should the telephone interview conclude satisfactorily it is our policy (where possible) to meet every candidate for an in depth face-to-face interview prior to submitting their details to a client. Only when the Account Manager is satisfied with the candidate quality will the CV be forwarded to a client for consideration. Below is an indicative range of services we offer our existing clients in order to assist with their referencing requirements and fully assess candidates suitability: Address Verification Employment referencing Credit referencing Line manager interviews with all previous Disqualifications employers Directorships Sanction checks Academic verifications Full analysis of screening results against Professional memberships/Affiliations disclosure documents Character referencing Clear and concise presentation of results CRB (optional)
  • 7. McGregor Boyall 07 Quality An almost fanatical focus on quality has always enjoyed a critical position at the heart of McGregor Boyall’s service offering. Accompanying our commitment to ethical business practices, the firm’s key policy commitment is to quality. We understand that such a commitment could appear loose in its definition and erratic in its implementation. McGregor Boyall has therefore chosen to promote quality as the key organising principle of its operations by gaining ISO accreditation ISO9001:2008. Our most recent audit was in May 2008 when we were awarded continued accreditation with no non-conformities found. Our Pride in Quality programme includes: • Quality Management System for client satisfaction • Post-Assignment Quality Surveys • Recruitment Assignment Performance Reviews • Continuous Consultant Performance Measurement The Recruitment and Employment Confederation The REC is the association for the £24 billion private recruitment and staffing industry in the UK, with over 6,000 recruitment agencies and over 8,000 recruitment consultants in membership. All members must abide by a Code of Good Recruitment Practice and are subject to disciplinary procedures. McGregor Boyall is a corporate member of the REC. Membership No. 10539
  • 8. McGregor Boyall 08 Diversity & Inclusion McGregor Boyall operates a comprehensive Diversity & Inclusion Policy that states that everyone shall be treated equally, irrespective of gender, marital status, age, disability, sexual orientation, colour, religion, ethnicity or national origin. All applications for employment are managed on an individual basis and the grounds for selection are based purely on a candidate’s skills, qualifications and aptitude. Our best endeavours are made to ensure that this is applicable to every applicant; regular monitoring is performed throughout the recruitment process. We are firm advocates of positive action against discrimination and therefore actively encourage applications from previously marginalised groups. McGregor Boyall is committed to a broad range of diversity initiatives that help to ensure that clients, candidates, employees/contractors do not experience prejudicial discrimination, either directly or indirectly, as a result of their contact with us. The Policy also mandates that we monitor associated operational activity. The information from this monitoring is unavailable to our recruitment consultants and is kept separately from the information to be used in the selection process. Candidates are not obliged to consent to this monitoring activity.
  • 9. McGregor Boyall 09 Added Value With over 22 years recruitment experience we have a solid track record of providing additional services and materials to our client base. Upon a clients specific request we are able to provide the following: Salary Surveys We are able to provide salary surveys, allowing individuals with hiring responsibility to quickly receive information regarding specific positions based on current rather than historical information. These salary surveys have enabled clients to evaluate the competitiveness of their compensation structure in the Public Services and Financial Markets sectors. The information is constantly updated and is therefore very accurate. Market Intelligence We provide a number of our clients with regular updates on recruitment and demand for skills. This includes the level of demand for expertise from Public Services and Financial Markets, recruitment levels over comparable periods, indicators of shifts and changes in hiring patterns and the impacts of new markets, technology and regulations. Assessment Centres Assessment centres provide an opportunity to review and assess the performance and ability of candidates in a variety of ways including individual and group exercises, case studies, role- plays, and presentations, which have all been designed to replicate the tasks and demands of the job for which a candidate (or team) is being considered. A wide range of skills and ability can be assessed including leadership, ability to work in a team, initiative and innovation, communication and presentation skills etc as well as providing an opportunity to see how candidates adapt to situations, their approach to problem solving and application of theory based knowledge. Assessment centres can provide a more accurate indication of future job success in particular tasks. Testing for personality and behavioural traits are important hiring tools in a climate where organisations are working harder than ever to capture and retain the right people.