Gmd recruitment presentation 2009
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Gmd recruitment presentation 2009

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Gmd recruitment presentation 2009 Gmd recruitment presentation 2009 Presentation Transcript

  • Providing aManaged Recruitment Service
  • What we doUsing up to date recruitment and selection methods, GMDoffer a tailored and highly personalised managedrecruitment service to organisations who don’t want theheadache of recruiting, but who want good quality people.We generally recruit for managerial, leadership andspecialist positions with a salary range of circa £40,000and upwards.This can either be via publicly advertising the role, or usingour headhunting service (Executive Search). Telephone 0800 019 9828
  • Why we are differentWe offer a high level of customer service to ourcustomers and candidates.The GMD team are HR qualified and experiencedbusiness professionals.We add value to organisations by letting them get on withtheir business and ensuring that the right people arefound for their organisation.We will not just ‘sell’ you a candidate or send you CV’s. Telephone 0800 019 9828
  • A comparison of different recruitment methods In-house Search & Selection A complete managed service by GMD - (Recruitment Agency) either using the advertising option or headhuntingWhole recruitment process Access to a database of ‘screened’ Provides a consultancy approach to fully understandconducted in house candidates that maybe in the job the client needs before embarking on a project marketTime consuming, especially if no Saves time during the recruitment If advertising the role, it would be designed to attract adedicated resource available process – supply of CV’s, wide audience – client could use this as a publicity(e.g. HR) interviewing, some admin exercise. If headhunting, the role is not publicised in the open market – GMD would ‘sell’ the recruiting organisation to the candidates.All associated administration Difficult to gauge exact needs of each Preparation work and all administration would bewould be handled in house individual company they may be handled by GMD – less time impact on the client. working for, therefore less likelihood of a matchElement of control if kept in Depending on agency, fee structure Qualified HR and business professionals, not saleshouse may be expensive people, with employment legislation knowledge.If appropriate time is not given, Can be quicker if database contains High likelihood of a good fit therefore retention rategreater chance of wrong suitable candidates. It may not be if increases.recruitment decision (and agency needs to advertisetherefore cost to the business)Potential for exposure to Primarily staffed by commissioned Thorough, bespoke and competitively priced managedemployment legislation if no HR based sales personnel recruitment service.involvement Telephone 0800 019 9828
  • An outline of our process A more detailed explanation of the process and outputs is contained in appendix ACustomer Candidate Sifting of First Briefing Pack applications interviews Full pre SecondProfiling employment Feedback Interviews Screening Regular Candidate and Customer Communication Telephone 0800 019 9828
  • Indicative Costings Salary Range Advertising option * Headhunting option £ £ £ Up to 49,000 9500 (+ ad costs) 14750 From 50,000 - 69,999 10500 (+ ad costs) 15500 From 70,000 - 89,999 11500 (+ ad costs) 16500From 90,000 – 149,999 13000 (+ ad costs) 18500From 150,000 - upwards 16000 (+ ad costs) 21000 * Advertising costs would be extra and the cost of this depends of the medium used. Telephone 0800 019 9828
  • Comparative Costings for a £50k job roleTypical Agency Headhunting Headhunting Advertising via GMD via GMD £15,000 £16,650 £15,500 £12,250 *Fee of 30% of base Fee of 33.3% of salary salary (excluding benefit value) Comparative Costings for a £100k job role Typical Agency Headhunting Headhunting Advertising via GMD via GMD £30,000 £33,300 £18,500 £14,750 * Fee of 30% of base Fee of 33.3% of salary salary (excluding benefit value) * This includes advertising costs of £1750, which is the average spend on projects to date (mixture of web based and newspaper) Telephone 0800 019 9828
  • Sample of Recruitment Projects undertaken Roles recruited for Salary level Managing Director £100k Financial Director £70k Head of Fleet £70k Head of Business £70k General Manager £55k Chief Executive £65k Interim FC £50k Managing Director £50k Head of Corporate Services £42k Practice Manager £40k Trustees and Visiting Reps £0 Management Accountant £40k Learning & Development Consultant £40k Commercial Director £60k Telephone 0800 019 9828
  • Quotes from TestimonialsChairman of the Board of Trustees, Mayday Housing Trust“The service we received was thorough at all times. They openlycommunicated with us by providing regular updates about the recruitmentprocess and highlighted any issues that needed addressing.”Director, Paragon Automotive“The service they provided was responsive, open and professional. The wholeproject was undertaken in a period of six weeks – from the placing of theadvertisement to the appointment. The right cultural fit of the successfulcandidate was critical and GMD invested the time to fully understand this.”Owner of the Bell Plantation“The team at GMD People supported me in a professional and friendly way andI have no hesitation in recommending them to others who need to recruit seniorpeople in their businesses.” Telephone 0800 019 9828
  • Appendix ARecruiting Process and Outputs for: 1. Advertising Option 2. Headhunting Option Telephone 0800 019 9828
  • GMD Recruitment Process and Outputs – Advertising optionStep Detail Outputs1 Conduct an in depth structured interview with Details on the Job role specification, Person specification the ‘recruiting manager’ in order to establish the Key competencies, Cultural considerations, Salary and Benefits and exact requirements of the position to be filled. Timescales.2 Develop a draft candidate pack for approval. Candidate briefing pack3 Identify advertising location and method(s). List of proposed advertising medium plus associated costs for approval by the client. Draft job advertisement for approval. Job advert for internet and/or newspaper or magazine.4 Initial response and administration of all Weekly activities update report for the client. applications.5 Assessment of all applications against selection List of short-listed candidates for 1st interview round. criteria detailed in the candidate pack. Supporting administration: Invite to interview or Professional and timely contact with all candidates either to reject or invite rejection. for interview.6 First interview stage. All interviews are List of candidates that are suitable for the role. conducted by a minimum of 2 GMD staff. This is to ensure a fair and transparent process that complies with all employment legislation considerations.7 Shortlist candidates from the first interview Professional response to all candidates. Feedback given to unsuccessful stage. candidates, if requested.8 Each short-listed candidate is invited to Personality profile assessment results. complete personality profiling and ability tests. Ability test results.
  • 9 Present candidates to client for second Management summary of all short-listed candidates produced for the client, interview. detailing their suitability, areas for further questioning etc. Plus outputs from the personality and ability testing results. Identification of preferred candidate(s). Involvement and support in second interview Communication with all candidates. process with customer. Subsequent administration / liaison with candidate – offer/reject.10 Pre-Employment Investigation. 1) Criminal Record Check Areas checked: 2) Credit Check and Civil Judgements (CCJ) 3) Driving Licence 4) Educational Qualifications 5) Professional Qualifications 6) Employment History & References 7) Residential History 8) Eligibility for Employment 9) Media Check11 Interview and profiling feedback. Provided for all candidates.12 Review of recruitment process.13 Contact with successful candidate one month Feedback to client if necessary. after appointment.
  • GMD Recruitment Process and Outputs – Executive Search optionStep Detail Outputs1 Conduct an in depth structured interview with Details on the Job role specification, Person specification the ‘recruiting manager’ in order to establish Key competencies, Cultural considerations, Salary and Benefits and the exact requirements of the position to be Timescales. filled.2 Develop a draft candidate pack for approval. Candidate briefing pack.3 Agree on where to look for potential Brief researcher. candidates List from researchers with names. Approval of list from client. Final list used to commence candidate contact.4 Researcher provides names of interested List of candidates names to contact for interview. candidates.5 First interview stage. All interviews are List of candidates that are suitable for the role. conducted by a minimum of 2 GMD staff. This is to ensure a fair and transparent process that complies with all employment legislation Weekly activities update report for the client. considerations.6 Each short -listed candidate is invited to Personality profile assessment results. complete personality profiling and ability tests. Ability test results.7 Present candidates to client for second Management summary of all short-listed candidates produced for the client, interview. detailing their suitability, areas for further questioning etc.
  • Involvement and support in second interview Identification of preferred candidate(s). process with customer. Subsequent administration / liaison with Communication with all candidates. candidate – offer/reject.9 Pre-Employment Investigation. 1) Criminal Record Check Areas checked: 2) Credit Check and Civil Judgements (CCJ) 3) Driving Licence 4) Educational Qualifications 5) Professional Qualifications 6) Employment History & References 7) Residential History 8) Eligibility for Employment 9) Media Check10 Interview and profiling feedback. Provided for all candidates.11 Review of recruitment process.12 Contact with successful candidate one month Feedback to client if necessary. after appointment.