1. Technical &
Professional
Recruitment
Search & Selection
• Access to individuals who are not openly in the job market and
are currently successful in the same role as your requirement.
• Only relevant, pre-screened, interested candidates are
recommended for interview - saving you valuable time and
expense.
• A proven, structured recruitment method that delivers the
desired result within agreed time scales.
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2. 2
Why Search The right people
People are the most important resource of any
organisation. Finding the right people will make a
When is Search & Selection necessary?
Search & Selection can be used for any vacancy you
wish to fill. However, it is usually reserved for senior,
significant impact on the success of a business - strategic or ‘difficult to fill’ roles within a business, or
& Selection? especially at senior levels and in key roles. Search &
Selection is a recruitment method that is designed to
find you the perfect individual.
where confidentiality is of utmost importance.
We can advise on whether or not Search & Selection
is necessary - give us a call on 01342 330 500 to
It is widely recognised that the best candidates are discuss your requirements.
not always active job seekers. Search & Selection
allows us to allocate a dedicated team who will focus Getting to know you
solely on your specific requirements, meaning we can As part of the Search & Selection process we will
identify, engage and secure the very best talent on seek to gain a thorough understanding of you, your
your behalf. role and your company. Genuinely partnering you
fosters a stronger relationship between us, which will
What’s the difference? in turn make for a better recruitment solution.
Search & Selection is a bespoke service, tailored
specifically to meet the requirements of the client. Traditional recruitment does not allow us the time or
It is a partnership enabling the client to source the the opportunity to deliver this.
best possible candidate for their vacancy with a
People are the most structured process and managed timeline. It enables
the hirer to focus on non recruitment issues.
important resource of
Take a look at the next page for the key benefits of
any organisation. using Search & Selection over traditional contingency
recruitment.
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3. 3
Benefits Search & Selection benefits • Confidentiality
Using Search & Selection over traditional There may be reasons that you need your position
contingency recruitment carries many benefits: to be kept confidential - perhaps you do not want
competitors to be aware. Search & Selection
• Reach candidates not actively seeking work employs a more discreet method of recruitment
It is most likely that your ideal candidate is happy and so we can work in confidence.
in their current role - possibly working for one of
your competitors. Search & Selection is a more • Avoid costly errors
strategic recruitment technique which will actively Traditional recruitment often relies on short job
target these individuals. descriptions and costly hiring mistakes can be
made because of incorrect role expectations or
• Exclusivety of candidates requirements. Search & Selection avoids all of this
Because you have retained our services for your because of the close working relationships and the
role, any candidates we find will be exclusive to methods employed to fill the role.
you. Competitors won’t be aware of them and the
candidate won’t be considering other offers. • Confidence
Because of the close working relationship, frequent
• Focus and expertise contact and input from you, you can rest assured
A dedicated team of consultants who specialise that things are proceeding in a manner that will find
in both your market and Search & Selection will be you the best candidate.
Using Search & Selection allocated to your vacancy.
over traditional recruitment • Time
A schedule covering your Search & Selection
carries many benefits. process will be agreed with you which we shall
then work to. This means you can be confident of
when your vacancy will be filled.
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4. 4
The process How it works • Step 4 - Shortlist presentation
The aim of Search & Selection is to find a shortlist of Once approaches and interviews have been
high calibre candidates who are motivated by your conducted, and relevant applicants found, we will
opportunity. You are then able to interview these meet with you to present a shortlist of candidates.
select few who have already been qualified for your At that stage, we will go into details about the
vacancy. candidates, why they are suitable, what our
interviews covered and more.
We will maintain regular contact throughout the • Step 5 - Client interviews
process to keep you up to date on our progress. Once the shortlist has been presented, we will
You will also have a dedicated contact should you organise interviews between you and the
have any questions along the way. appropriate candidates. We will also provide
guidance on salary, package, offer acceptance and
start, whilst managing the entire process.
The steps outlined on this page cover the standard
Search & Selection process which, on average, • Step 6 - Closure
takes around eight weeks, although this can vary: Once an offer has been made, we will work in
conjunction with you to ensure acceptance and to
support the new employee through their resignation
• Step 1 - Target individuals and notice period.
We will work with you to form a list of employers
where we may find relevantly skilled individuals. We
will also use our own network and contacts.
We will find a shortlist of • Step 2 - Approaches
Having identified individuals suitable for the role we
people who are motivated will start to contact them discreetly and ascertain
their level of interest.
by your opportunity. • Step 3 - Gold Group interviews
Those deemed suitable, and who are interested in
the role, will be interviewed by Gold Group to
further establish their suitability.
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5. 5
Case study Requirement experience. We further refined the possibles by
We were approached by an award winning design commencing on an interview phase of around 20
consultancy that required a new Design Director who individuals. After the interview phase we produced a
would be tasked with developing the business and shortlist with recommendations for interview.
leading design teams for the long term.
Outcome
The role was complicated as it required the individual We provided guidance and support throughout the
to have demonstrable expertise in a number of areas interview process providing expertise on timescales,
not necessarily closely related – Ergonomics, interview format, structure and attendees.
Architecture and Business Development. The
employer had failed to find suitable applicants over a We also provided guidance on salary, package, offer
six-month period using traditional recruitment with acceptance and start whilst managing the entire
other consultancies. process. After a number of interviews the ideal
candidate was selected, offered the role and happily
Our approach accepted the position.
Prior to being retained for the role we gained a full
understanding of the position and all factors affecting
the hire.
Once retained we immediately met the employer and
Many employers work built a recruitment plan diarising progress updates,
suitable interview appointments and an
with us on a Search & understanding of the required start date.
Selection basis. We immediately actioned that plan gathering all the
potential candidates in the sectors’ talent pool. We
then filtered this down to those who offered relevant
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6. 6
Testimonials
"The service we received from Gold was exemplary. "Gold Group have provided excellent support in the
We were especially pleased with the time and effort recruitment of a Delay analyst in February 2010.
taken to understand our business and the nuances They were particularly helpful by providing advice
of this senior role. The feedback helped us to shape and guidance in a situation where the candidate had
our ideas and views as well as deliver a better accepted an offer with another company but turned
search. The presentation of candidate information it down - they carried out our instruction in an
and the briefings around the interviews gave great effective and professional manner. I have worked
support to our decision making process. with Gold Group in the past and have come to rely
on their professionalism, enthusiasm and judgement.
Part of the value here was not excluding a number of I would not hesitate to recommend them."
fringe candidates, one of whom was our eventual
pick. This demonstrated how you had understood G.G. - Director, EC Harris
the some of the unwritten aspects of what we were
looking for. On a personal note, the quality of
service, attentiveness and communication we
received was first class – we were made to feel like
this was the most important search on your books."
David Watts - Managing Director, CCD Design &
Ergonomics Ltd
“The service we received
from Gold was exemplary.”
- David Watts, MD
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7. 7
Contact us
Gold Group Contact one of our divisions:
East Grinstead House Human Factors IT Networks & Comms
Wood Street Tel: +44 (0)1342 330 516 Tel: +44 (0)1342 330 515
E-mail: humanfactors@goldgroup.co.uk E-mail: it@goldgroup.co.uk
East Grinstead
West Sussex Technology & Engineering Safety
Tel: +44 (0)1342 330 515 Tel: +44 (0)1342 330 545
RH19 1UZ E-mail: technology@goldgroup.co.uk E-mail: safety@goldgroup.co.uk
Tel: +44 (0)1342 330 500 Claims & Dispute Management Integrated Logistics Support
Tel: +44 (0)1342 330 535 Tel: +44 (0)1342 330 516
Fax: +44 (0)1342 330 520 E-mail: claims@goldgroup.co.uk E-mail: ils@goldgroup.co.uk
E-mail: info@goldgroup.co.uk
Planning & Project Management Construction
Web: www.goldgroup.co.uk Tel: +44 (0)1342 330 535 Tel: +44 (0)1342 330 505
E-mail: planning@goldgroup.co.uk E-mail: construction@goldgroup.co.uk
Our focus is on letting the Town Planning M&E and Facilities Management
Tel: +44 (0)1342 330 539 Tel: +44 (0)1342 330 505
results speak for themselves. E-mail: townplanning@goldgroup.co.uk E-mail: meandfm@goldgroup.co.uk
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