Silver Stone Search & Selection Ltd PresentationPresentation Transcript
Recruiting in partnership
Why Silver Stone Search & Selection?
Our Mission Statement
Our Core Values
Typical Recruitment Process- Retained Assignments
Recruitment Process Continued
Timescales and Critical Path
Typical Timescales and Critical Path
Why Silver Stone Search & Selection ?
Industry experienced - with over 25 years recruitment industry experience across the team. Across a multitude of industry sectors including Food, Drink and FMCG.
Passionate about what we do. As a business we are committed to building long term relationships with a small number of food businesses, to develop a partnership where we are seen as your recruitment supplier of choice and in effect an extension of your own business, representing your business professionally in the market place.
A ‘Never Give Up’ approach - we will stick at it until we find the right person.
Our Mission Statement
Silver Stone will work towards being recognised by clients, candidates and the recruitment industry as being able to:
"Provide a high quality, ethical and deliverable service to meet the needs of our clients and candidates whilst still offering a unique personal approach."
Passionate – We enjoy what we do and most importantly believe in what we do for our clients and candidates. We endeavour to provide the most accurate and useful advice which is invaluable in our successful relationships.
Integrity – We believe in candidate and client confidentiality alike and handle enquiries through to the final placement in complete confidence. Feedback is given honestly and as constructively as possible.
Delivery – We are only as good as our last piece of work and view the second piece of work as more important than the first. We are confident in our abilities to deliver and that is why our clients return to us for their recruitment needs. Once we accept a piece of work we are completely committed to fulfilling it.
Innovation – We have to use every available resource and appropriate technology to ensure that we attract the best available candidate to the role for you.
Team work – We work closely on assignments to ensure coverage of vacancies is achieved with the best available candidates sourced from all of our consultants resources. A dedicated team work on any one assignment and information is actively shared. We encourage our people to work hard but enjoy what they do by providing a positive working environment and rewarding their efforts.
Our Core Values
Silver Stone Search & Selection have successfully recruited candidates in the following disciplines:
Senior Executive - Operations Director to IS Director
Operations - Factory Manager to Team Leader
Sales & Marketing
Technical & Quality
Purchasing & Supply Chain
Logistics & Distribution
Headhunt Search - Once we understand your requirements, we are able to pro-actively identify and approach the most suitable candidates in the marketplace to discuss your role confidentially. These candidates are not typically active in the job market but they possess the specialist skills required for the role. We develop a target list of suitable companies with you and discreetly contact candidates with the right experience and calibre.
Advertised Selection - We are able to convert your requirements in to an effective advert which will be published in the most appropriate national, regional, trade or internet media. Our recommendations are supported by target market information and testimonials. We can even organise microsites as part of an internet campaign to draw candidates to your company.
For both of these services candidates are invited to meet one of our consultants for an interview and are provided with an Assignment Brief which has been agreed in advance with you. Candidates are assessed against these agreed criteria in order to match their suitability to the position and your culture. Once a shortlist has been drawn up, you will receive a report together with each candidates Curriculum Vitae.
Contingency - We understand that some organisations do not seek the depth of approach outlined above. We are able to use our extensive database to identify candidates interviewed by ourselves who match your specification. Candidates are briefed on the role and carefully managed through the interview process.
Interim Managers - Interim managers can simply fill a short term vacancy through to leading a change programme or implementing new technology. We have experience in providing specialised contractors for fixed term periods across a broad range of disciplines.
Database Advertising - We are able to place adverts on your behalf on to databases and manage the response for you. We can organise micro sites as part of an internet campaign to draw candidates to your company. We can simply write copy for you through to developing creative adverts for completely managed processes.
Employee Assessment - We are able to design internal interview programmes for you to assess employee’s capabilities against a range of competencies which has proved particularly useful for clients wishing to grow their own talent.
Managed Services (Large Scale Recruitment) - With site extensions or new builds you need a recruitment partner who you can trust to capture critical skills to critical time scales. We have experience of recruiting staff for complete manufacturing units to tight timescales by working as part of your HR team.
Candidate Testing - We can use Thomas International to profile candidates to ensure that you are comfortable of them possessing the right cultural fit.
Typical Recruitment Process for Retained Assignments
We would meet with you and the appropriate head of function in order to ascertain a detailed understanding of your requirements.
From here we would propose the best course of action in order to secure the services of the best possible candidates. Whether it be Database/Contingency, Headhunt Search or Advertising Selection or a combination of all three.
Production of an assignment brief including a description of; the company, job specifications, candidate profiles, remuneration packages and other relevant information. To be sent to you for approval.
Production of a search target list or the development of an advert. The contacting of identified search targets in a confidential and professional manner combined with an ongoing search of our existing network of candidates, maximising total response
Weekly progress report.
Recruitment Process Continued.. for Retained Assignments
Selection of those candidates suitable for initial interview. Conducting first-round interviews (by ourselves) according to agreed specifications. The provision of a report on all short listed candidates for final interview by yourself.
Administering of Psychometric testing on each candidate short listed for final interview, and the provision of a detailed report on each.
Organising of further interviews, presentations and reference checking where required, right through to the formal offer.
Continued involvement with respect to all candidates through such phases as; the formal offer, references, the agreement of start dates and a follow up call within their first 6-12 weeks.
Briefing, Documents, Start of Search, Insert Advert Approach Candidates Assess Advert Response SS Interviews Short listing Client First Interview Progressed Interview Offer Commence Employment 1 2 3 4 5 6 7 8 9 10 11 12 16 20 NB - Suitable candidates are submitted as soon as they have been qualified. Known candidates may be submitted within 1 week. Typical Timescales & Critical Path Weeks
Typical Timescales & Critical Path
Commencement of Advertised Selection or Targeted search activity.
1st Interviews from Search/Advert would commence by Silver Stone Search & Selection 3 - 4 weeks following commencement of Search/Advert process or as soon as suitable candidates are sourced .
A short list of candidates would then be submitted to the client and 1 st interviews would commence 4 - 6 weeks from commencement of process.
Psychometric testing can be administered before final stage interview .
Final Stage interview could involve a presentation and further interview incorporating questions related to the psychometric profile.