New Horizon Recruitment


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New Horizon Recruitment

  1. 1. Proposal for the provision of Temporary and Permanent personnel. New Horizon Recruitment New Horizon Recruitment Limited 0208 334 1000 Page 1 of 8
  2. 2. Executive Summary We look forward to developing our working relationship with you and believe we can offer a number of benefits as a supplier including: Technical capability – We are well placed to serve your needs across different skill categories due to our database of high calibre candidates. We work in  partnership with a cross section of organisations in the private and public sectors and enjoy tier one supplier status with a number of FTSE 100 companies. As a direct result, we attract candidates who are aligned in their experience, skills and demeanour to the demands of an organisation. Proven track record - We have proven capability in delivering recruitment solutions in your arena across multiple skill categories, both temporary and  permanent and can tailor our service offering to meet your exact needs. This experience will be vital to us delivering a high quality, bespoke service for you. Geographical capability - Our extensive geographical network allows us to support your recruitment needs with local excellence, as well as globally.  Cost management - We are able to drive costs out of your recruitment through implementing proven cost saving initiatives to help streamline your processes  allowing you to focus on your core business. This could include new recruitment delivery models such as managed services and process outsourcing, we would be happy to discuss these options with you. Dedicated service - We are committed to supplying a dedicated account team creating a very personal service. We usually find a greater understanding of  your team and requirements ensures we find the best team to work with you, so front end consultation with your key departments will be essential. You will have named consultants for each category of recruitment you require. Each of our consultants is a subject matter expert and will act as source knowledge for market information, pertinent to both candidates and you as a client. Established recruitment methodology – This proven process is closely allied to a dedicated account team so we can accurately match the best candidates  to the right roles, allowing candidates to become immediately productive on their assignments. We look forward to the opportunity to discuss our offering, your exact requirements and the upcoming tender in further detail soon. At this preliminary stage, we have included a brief overview, details of our candidate management and attached our standard terms of business. If you feel these details are in sufficient, or you have any further questions or queries, please do not hesitate to contact Paras Patel – Managing Consultant on 0208 334 1000 or at Page 2 of 8
  3. 3. New Horizon Recruitment Ltd Overview New Horizon Recruitment Ltd specialises in Accounting & Finance, IT, Sales & Marketing, Admin & Secretarial and Human Resources. New Horizon Recruitment enjoys extensive experience of working in partnership with blue chip institutions, placing professional personnel across our specialist categories. This is where our focus lies, delivering bespoke solutions to our clients and candidates using our considerable knowledge, expertise and experience. This is easily translated into complete vertical market solutions from temporary to executive recruitment enabling New Horizon Recruitment to successfully fulfil requirements at all levels. We differentiate ourselves with strong brand recognition and a high level of service delivery; repeat business accounts for over 60% of our revenue and many of our candidates and clients are exclusive. This enables us to attract the highest calibre of candidates first in order to provide our clients with a quality partner to represent them in the market place: This adds real value to the service we offer. We are vastly experienced in dealing with both volume recruitment requirements and individual bespoke vacancies. This enables us to demonstrate and deliver a full complement of recruitment services to our clients with a proven track record. Bespoke Account Team Account Manager & Accounting & Finance Paras Patel MREC – Senior Consultant 0208 334 1000 – Sales & Business Development James Hutchinson – Senior Consultant 0208 334 7361 – Admin & Secretarial Anna-Louise Moss – Consultant 0208 334 9363 – HR Alex Mogg – Consultant 0208 334 7362 – Marketing & PR Matt Di Giorgio – Director 0208 334 7360 – IT Matt Dodd – Senior Consultant 0208 334 7366 – Page 3 of 8
  4. 4. Candidate Management We take on many of the functions of a traditional human resources department. This ensures candidates are ‘managed’ and do not ‘slip through the net.’ For ease, we have divided the process into four stages: Attraction and sourcing; screening and selection; cultural fit and mapping; and placement and aftercare. Attraction and Sourcing We work with the leading organisations and as a result are able to attract the best candidates. Our clients know we will always provide them with the highest calibre of candidate and provide support to retain these individuals in the recruitment process. This, in turn, has meant we have a stable forward-looking long- term business and have kept our brand strength. We have a number of ways we attract candidates: Candidate Sourcing and Attraction Search Online Networking Campaigns Database Print - Client branded - 130, 000 candidates - Contacts - Specialist - Target skills - Job boards - Microsite live - Referrals - National - Target companies - CV sites - Award winning in- - Billboarding - Sister companies - Preferred rates house Marketing - Exclusive clients Figure 1: Candidate sourcing and attraction We also talent spot or pipeline candidates when they register with us. This means we flag them as suitable for our clients and this aids in succession planning and speed of delivery. This is also extensively used in campaigns or for key clients. Additionally, we often headhunt or use search and selection methods for executive level roles. We have dedicated resourcing teams for each functional area. In addition, we will also use a hybrid model between traditional recruitment and headhunting as part our service for non-executive roles. This means candidates are more likely to be exclusive. Online There are a number of online campaigns we can run on behalf of you across the websites we currently advertise with. All jobs go on to the following websites in lineage format (i.e. just text), plus specialist websites for specific disciplines: Page 4 of 8
  5. 5. Networking New Horizon Recruitment’s market position means a significant proportion of candidates can be obtained by relationships with other candidates & clients, and our approach for you would be to use this route to get the highest quality applicants. This in turn has generated a strong database of candidates, with over 60% of our revenue coming from repeat business from both clients and candidates. Diversity We promote a diverse pool of candidates through our diversity policies, including:  ‘Skills first’ basis  Leverage global presence  Board level sponsorship and dedicated Steering Committee ensure best practice  Legal team to guide and advise on current and upcoming legislation  Bespoke reporting according to client’s requirements  Affiliations and accreditations all illustrate an ongoing engagement with industry best practice Screening and Selection Our procedures and processes are robust, we also have an in-house business process team to ensure we are process driven to select the best candidates to submit to you. Screening is both thorough and rigorous, with an available dedicated reference team providing any background checks required by you. 1. Screening 2. Assessment 3. Selection 4. Candidate Management Referencing: Proof of ID, CRB, Testing - hard and soft skills: Cultural / personality mapping Ongoing neutral point of contact to     degree and qualification checks RightResult / SHL (psychometric Knowledge of candidate and client support human resources team  Consultants’ knowledge of both testing) and resolve any issues  candidate and legal arena Competency based interviewing – expediently  Telephone screening for efficiency face-to-face  and speed Table 1: Filtering candidates: The screening and selection process Structured Interviews All of our Consultants are trained in Competency Based Interview techniques which focus on tangible experience and provide qualitative and quantitative analysis from an interview. This gives all candidates an equal opportunity to demonstrate their suitability in terms of experience, skills and personality for the role. We use an organisation specialising in psychometric testing. They are specialist in this area and we can provide demonstrations, if needed. We meet our candidates at least once before they meet your hiring team. Our consultants are extremely experienced in interview scenarios but we also have an in-house training and development team to keep the Consultants updated on best practice. Page 5 of 8
  6. 6. Ability Tests We have in-house software to test this sort of skill. This is also available online for ease. We can test any skill sets at varying levels and build a custom programme for you from over 500 possible tests. Cultural Fit and Mapping Through dedicated fields of practice, our consultants become subject matter experts on the candidate markets, clients and general industry. This benefits both the client and the candidate, giving a knowledgeable, neutral point of view. Our consultants then use this knowledge to ‘map’ clients and candidates, leading to higher candidate retention rates. We have a very structured approach to how we present the roles to our candidates. The first stage of this process is to meet the line manager and visit the site where the person would be working. From this meeting we would ascertain the following information. Organisational structure,  Turnover, Office locations and Group companies  Product and proposition portfolio  Company and product unique selling points  Corporate culture  Individual personalities of those involved in the hiring process.  Salary, bonus and benefits package  Potential for flexible working  Potential the role has in terms of promotional opportunities, training and future opportunities within group  Geographical location / potential travel opportunities  Short, middle and long term business plan of the organisation  Company mission statement and core values  Negative aspects to the role i.e. politics, difficult customers, product deficiencies etc  All candidates are met and all basic company information such as turnover and product portfolio, unique selling points and mission statements will be discussed. During the interview we would also discuss the personalities and culture within the specific department that the candidate would be working in, as well as the wider global view and match this with the candidates needs. We tend to find that candidates will have several “hot buttons” which are pivotal to their search for the next role and can be ascertained through our competency based interviewing techniques. If the role matches those key drivers, we would then make a strong alignment between candidate and organisation and role. This includes and ensures the negative aspects of the role are covered and not glossed over. We find that candidates are much more inclined to accept the role and not come across any surprises further down the line if this honest approach is taken. Page 6 of 8
  7. 7. Placement and Aftercare We work as business partner and neutral point of contact between our client and candidate. This often serves to quickly iron out any small problems as everyone feels comfortable. This in turn leads to a higher retention rate for our placed staff. Aftercare is very important and we often speak to candidates well into six to twelve months of starting their new roles. As a standard form when we place candidates in a business, we will call them on their first day after their first week and then after one month. With more senior candidates we would take them out for lunch, after one month of service. This allows us to get an idea of how things are in an informal environment as well as enabling us to give feedback to the client on any potential issues the candidate is facing. This is mirrored in our relationship with you. For example, if a successful candidate does not perform as well as anticipated in the role we will always want to work with you to understand why this has been the case and what improvements can be made in future. Value Added Services We consider ourselves to be industry leaders and exemplary in the service we provide to our clients. We consider ourselves to be business partners to our clients and as such provide a highly consultative service. In addition, we also provide a host of other associated added-value benefits to complement our core recruitment service. We would be happy to provide further information or case studies to further illustrate any of the following services:  Market reviews and updates, salary benchmarking, surveys and compensation consultancy  Development and preparation of role specifications  Full range of media guidance including national, trade, local, radio, Internet etc  Campaign advertising  Organisation of open days/evenings  Competency-based interviewing, technical and psychometric testing  Selection and assessment centres  Breakfast briefings (e.g. diversity, legal issues in recruitment)  Onsite recruitment capability and expertise in newer delivery models, such as managed services Page 7 of 8
  8. 8. Testimonials (website) – Page 8 of 8