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