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Quantica Construction Search


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Introduction to QSS Construction

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Quantica Construction Search

  1. 1. Quantica Construction Bespoke Recruitment Solutions for Senior & Key Appointments Knowledgeable Dedicated Enthusiastic Successful
  2. 2. <ul><li>Regional Director - Walsh Associates </li></ul><ul><li>Regional Manager - Cemex Construction Ltd </li></ul><ul><li>Commercial Director - White Horse Contractors </li></ul><ul><li>Commercial Manager - Morgan Est </li></ul><ul><li>Senior Project Manager - Balfour Beatty Major Proj A46 </li></ul><ul><li>2 x Senior Planners - Balfour Beatty Major Proj M25 </li></ul><ul><li>Senior Temporary Works Engineer - Birse Civils </li></ul><ul><li>Senior Temporary Works Engineer - Morgan Est </li></ul>Selection of Actual Placements Made in 2009 OUR RESULTS
  3. 3. What our clients say about us OUR RESULTS Over the last few years, as a Regional MD and Director of Major Projects, Craig has been my first point of contact when needing to fill senior positions. His extensive list of contacts and knowledge of the civil engineering industry has invariably provided me with a selection of suitable candidates from which to choose. He is passionate about customer care and, unlike many of his competitors, Craig retains regular contact throughout all stages of recruitment. He gives a cradle to grave service that allows you to retain involvement without having to manage the process yourself. Tony Dixon – Project Director A46 - Balfour Beatty Major Projects & Ex Regional Director for Birse Civils Ltd
  4. 4. What our clients say about us OUR RESULTS Craig’s approach, focus on detail, regular communication and general hard work ensured that we were able to attract the attention of the right calibre people when we needed to recruit for a number of senior positions in one of our regional businesses. Stuart Mansley – Strategic Improvement Director – Birse Civils Ltd.
  5. 5. What our candidates say about us OUR RESULTS I found the services provided by Quantica and in particular Craig Carter to be exemplary and extremely professional. After approaching Quantica I accepted them as my Agent to identify and select a commercial position in the Construction Industry. Craig acting in his most expeditious and professional manner soon identified suitable posts. After selecting the appropriate posts, interviews were arranged, offers made, advice from Craig secured a most satisfactory position. The process of introduction to a new position was achieved in under 6 weeks with constructive feedback and negotiations by Quantica being advised throughout. I will have no hesitation in recommending Quantica and Craig following the professional, courteous service provided and, more importantly, the successful appointment achieved in a short timescale. Mark Thompson – Commercial Manager – Morgan Est
  6. 6. MARKETS & DISCIPLINES DISCIPLINES MD Commercial Director Operations Director Construction Director Contracts Director Regional/Divisional Director Engineering Director/ Design Director Associate Director Regional/Divisional Manager Commercial Manager Contracts Manager Business Development Manager Project Director Planning Manager Temporary Works Engineers Design Managers Chief/Senior Estimator SECTORS Construction Civil Engineering Contracting Consulting Architecture Rail (M&E) Building Services Geotechnical Environmental Renewable Energy Sustainability Utilities Energy Nuclear FM UK International
  7. 7. “ Industry analysts, strategists, politicians & managers agree that there is a shortage of workers with the necessary skills to cope with the demands of the 21st century” <ul><li>Demographic trends suggest an ageing population </li></ul><ul><li>Small number of highly educated, skilled, culturally adept workers </li></ul><ul><li>Increasing willingness of these workers to locate internationally </li></ul><ul><li>Staff retention strategies are now more visible & more aggressive </li></ul>WHY HEADHUNT? UK Demographic trends Source: Labour Force Survey 26-44 Years 55+ Years 2001 2007 2001 2007 Population (M) 16 14 12 10 8 6 4 0 2 + 13% (+ 533,000) - 5% (634,000)
  8. 8. CIPD research shows that around 85% of potential candidates are not accessible through database agencies nor respond to advertisements. Database Agencies don’t dedicate resource to pro-actively sourcing candidates for your specific role. They compile a database of available candidates with generic skills who are active and “ready to go” should you or your competitors suddenly have a need. This “contingency” plan is perfect for recruiting at lower or mid level because there are usually far more staff available in the market with these generic skills and experience. When looking for those with specific or hard to find skills for key roles you need to access the other 85%. You can only do this effectively by headhunting. . . Access Non-Active Candidates WHY HEADHUNT? 85% Candidates cannot be accessed through ads or agencies
  9. 9. The Advertising Gamble To place a decent sized colour advert in one of the trade publications such as CN, NCE or CJ it can cost you in excess of £2000. These very rarely attract the best staff on the market and often don’t produce any appropriate candidates at all. You can of course throw the dice again to try and recover your losses. If this doesn’t work out again, then you are faced with paying out for further advertising and probably an agency fee on top. You haven’t accessed the best candidates who are not responding to ads or registering with database agencies and have spent a lot of money for no direct return. WHY HEADHUNT?
  10. 10. No more guessing Advertising is completely passive, it provides no guarantees, no refunds and produces no feedback. How many people actually read the advert? What did they think of the opportunity? Why didn’t they respond? What might have made them apply? Agencies will send you some CV’s, but: How many candidates did they actually present to? What was their feedback? Are they really the best candidates available on the market? WHY HEADHUNT? We provide you with all this information, and much more, as part of our standard search service
  11. 11. We always take the time to understand your requirements correctly. We interview candidates thoroughly, create detailed profiles, offer advice and cut down on the number of applicants you actually see, saving you time and money. Unfortunately there are many companies who claim to be “head hunters” whose only skill seems to be collecting and distributing CV’s from the internet, usually without your or the candidate’s knowledge. This strategy of sending out as many CV’s as possible and shifting as many bodies as they can, adds very little value to your recruitment process, fills up your inbox and wastes your time. A Full Service not a Full Inbox WHY HEADHUNT?
  12. 12. Knowledge is Power We systematically approach every potential candidate in the market and unlike an advert we can actually engage them in a conversation. We can present the opportunity directly to them and If they aren’t initially interested, we then have the opportunity to find out why. We record all our activity, salary information and candidate feedback on a project planner which is emailed to you every week throughout the search section of the assignment. At the end of every project we also produce a full search analysis report which can be a valuable tool for planning future campaigns. This report can also be used to lobby internal support for package enhancements or conditional changes to job roles which may help make recruitment easier. WHY HEADHUNT?
  13. 13. Retain Control The actions of key personnel and senior management have a direct impact on the performance of their teams and your organisation as a whole. Hiring the best possible candidates increases your company’s potential to succeed. The right people win you more work, improve operational efficiencies, negotiate better contracts, reduce costs and ultimately increase profits. Often there is only a small pool of candidates who possess the right skills, experience and qualifications that you require. If the best people aren’t working for you then they are working for your competitors. If you want to attract the best talent then you need to make sure you target the right people and more importantly in the right manner.. You may only have one chance to get a candidate’s attention. A barrage of poorly delivered approaches by agencies “headhunting” for free can put candidates off for good and make you look unprofessional. You need to retain control, present a strong EVP and work in partnership with a knowledgeable and professional search consultancy who can develop an effective strategy with you. WHY HEADHUNT?
  14. 14. WHY HEADHUNT? <ul><li>Only way to access the whole market & attract the best candidates </li></ul><ul><li>You retain complete control of how your company is presented </li></ul><ul><li>You won’t waste money on advertising </li></ul><ul><li>You obtain invaluable market information </li></ul><ul><li>Able to formulate an effective Employee Value Proposition </li></ul><ul><li>Discreet, professional approaches vastly improve chances of recruiting </li></ul><ul><li>You get Impartial advice because we work exclusively for you </li></ul><ul><li>Candidates are not traded to your competitors </li></ul><ul><li>Costs comparable with an agency who only get to 15% of market </li></ul><ul><li>No re-recruitment costs – we have never had to offer a rebate payment </li></ul><ul><li>You only have to deal with one recruitment organisation </li></ul>So Why Wouldn’t You?
  15. 15. OUR PROCESS <ul><li>Initial meeting to discuss needs </li></ul><ul><li>Agree bespoke strategy and sourcing options </li></ul><ul><li>Agree job brief </li></ul><ul><li>Compile target list </li></ul><ul><li>Devise EVP and presentation script </li></ul><ul><li>Begin search process </li></ul><ul><li>Provide weekly progress reports </li></ul><ul><li>Produce Long List </li></ul><ul><li>Perform initial Interviews </li></ul><ul><li>Produce Shortlist, detailed profiles & Interview reports </li></ul><ul><li>Arrange client interviews </li></ul><ul><li>Obtain feedback and report </li></ul><ul><li>Broker Offer </li></ul><ul><li>Manage resignation </li></ul><ul><li>Post placement feedback </li></ul>Our full search process consists of 30 individual stages, each of which needs to be completed before moving on to the next. This rigidity in our process provides a common structure for each assignment, ensuring equality and consistency. It does, however, also allow us increased flexibility in our content, encouraging specific and individual interaction with candidates and a pragmatic approach to each project. Although not all 30 stages are included, the adjacent list outlines the typical progress of a search assignment. Flexibility & Control
  16. 16. OUR PROCESS Layout of a page from a typical search planner Not Interested/Qualified Interested & Qualified
  17. 17. COMPANY OVERVIEW <ul><li>Established 1991 </li></ul><ul><li>£30m Kellan Group </li></ul><ul><li>AIM Listed </li></ul><ul><li>APSCo Member </li></ul><ul><li>ASSC Member </li></ul><ul><li>UK & International assignments </li></ul><ul><li>We complete over 400 assignments per year </li></ul><ul><li>National presence with 10 UK locations </li></ul><ul><li>Professional Head-Hunter </li></ul><ul><li>Key & senior personnel with hard to find skills </li></ul>A Closer Look at Quantica
  18. 18. We understand that every company’s most important resource is it’s employees. We also appreciate the positive, financial impact getting and keeping good people can have on your business. Having nearly 20 years specific recruitment experience we have helped many major, international, blue-chip organisations and SME’s alike, to recruit more effectively, reduce costs and improve their staff retention. I would welcome the opportunity to meet with you and see if we can add any value to your company’s current recruitment strategy. Craig Carter – Senior Consultant - Construction Sector 01422 370011 07921 355017 [email_address] Let’s Talk CONTACT US