Building the Dream Team Recruitment Guide
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This document discusses building a dream team and provides guidance on the recruitment process. It covers identifying skill gaps, defining job requirements, attracting top talent, and an overview of the current recruitment landscape. The recruitment process involves preparation, accessing the market through various channels, conducting interviews, making an offer, and providing induction training. Non-financial incentives like career development and a good company culture are also important for motivation and retention. External support may be available for certain hiring needs.
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Building the Dream Team Recruitment Guide
- 1. @EdenScottLtd #BuildDreamTeam © Eden Scott Building The Dream Team #BuildDreamTeam Craig Jackson | Client Operations Manager | June 2014
- 2. @EdenScottLtd #BuildDreamTeam © Eden Scott Today’s agenda Introduction Dynamics to building the dream team Identifying the skill gaps Defining your requirements Attracting top talent The recruitment landscape
- 3. @EdenScottLtd #BuildDreamTeam © Eden Scott@EdenScottLtd #BuildDreamTeam © Eden Scott Introduction to Me Craig Jackson – Client Operations Manager Based in Edinburgh Integral member of the Eden Scott for 9 years, working within multiple industries across Scotland, the UK and throughout the world. Prior to joining Eden Scott, I spent 12 years in Manufacturing, Product Engineering and EMEA Sales. An experienced recruitment professional, I manage and service Eden Scott’s key client relationships. I support start up growth and inward investment through shared knowledge and expertise.
- 4. @EdenScottLtd #BuildDreamTeam © Eden Scott@EdenScottLtd #BuildDreamTeam © Eden Scott Market Dynamics Key figures 99.3% of Private Sector Companies in Scotland are classed as an SME As a sector is employees over 1.09 Million people That equates to 54% of Total Private Sector Employment in Scotland SME’s also deliver nearly 40% (37.7%) of the Total Private Sector Turnover in Scotland
- 5. @EdenScottLtd #BuildDreamTeam © Eden Scott Market Dynamics
- 6. @EdenScottLtd #BuildDreamTeam © Eden Scott Market Dynamics
- 7. @EdenScottLtd #BuildDreamTeam © Eden Scott@EdenScottLtd #BuildDreamTeam © Eden Scott 0% 10% 20% 30% 40% 50% 60% 70% 80% Retailing Financial Services Travel & Tourism Medicine Education Construction Manufacturing A Professional Specialism Technology Engineering 59% 59% 54% 54% 52% 49% 47% 47% 35% 26% 32% 36% 40% 42% 44% 47% 48% 49% 61% 71% 6% 9% 13% 19% 14% 18% 17% 16% 31% 40% Base: All Learners Figure 1: Attractiveness of Job Or CareerSectors Very Attractive Fairly + Very Attractive Unattractive
- 8. @EdenScottLtd #BuildDreamTeam © Eden Scott@EdenScottLtd #BuildDreamTeam © Eden Scott
- 9. @EdenScottLtd #BuildDreamTeam © Eden Scott Candidate Attraction – The Challenges
- 10. @EdenScottLtd #BuildDreamTeam © Eden Scott Candidate Behaviour Changes Placement Source % FY 08-09 % FY 12-13 Job Boards 59% 39% CRM 14% 18% Referral 8.5% 14% External Database 7% 10% LinkedIn 1% 8% Own Website 0.5% 7% Headhunt 10% 4%
- 11. @EdenScottLtd #BuildDreamTeam © Eden Scott Recruitment is evolving with new media: • Talent of the future embraces digital technology • Fish in the candidate rich pools: • 11,000,000 LinkedIn members in the UK • Reach worldwide talent on Twitter • Facebook introducing methods to target relevant candidates • 60% of candidates are passive • Candidates becoming mobile, searching on the move • Relationship centric – real time engagement • Need to be faster in a competitive market Social Media & Technology
- 12. @EdenScottLtd #BuildDreamTeam © Eden Scott Indentifying the gaps: • Create a current skills map • Create a skill road map and Talent Pipeline • Consider using profile tools • Saville and Holdsworth Limited • Talent Dynamics • Thomas International Where do you start?
- 13. @EdenScottLtd #BuildDreamTeam © Eden Scott Team Profiles
- 14. @EdenScottLtd #BuildDreamTeam © Eden Scott Decide what you want and what can you offer? •Non Executive support •Professional consultants •Part time •Fixed term contractor •Full time permanent hire •The Saltire Foundation •Equity, Voluntary, Salaries, Bonus on achievement What next?
- 15. @EdenScottLtd #BuildDreamTeam © Eden Scott Step 1 – Preparation: • Define the Job Description • Define the Person Specification • Define the Timelines • If required, Communicate • Understand the costs (Advertising, Salary, Pension, Benefits, Bonus, Share Options) • Pick your tools • Be prepared to Consider plan B! The Recruiting Process
- 16. @EdenScottLtd #BuildDreamTeam © Eden Scott Step 2 – Accessing the market: • Online Advertising (Branded or Unbranded) • S1, Monster, Jobsite, Total Jobs, Company website, Industry Specific i.e. Talent Scotland • Press / Trade Adverts • Can be useful in highly technical markets • Social Media Channels • Linked In, Kiltr, Xing, Twitter and Facebook • Networking and Referrals The Recruiting Process
- 17. @EdenScottLtd #BuildDreamTeam © Eden Scott Step 3 - Interviews: • Select the most appropriate interview style. • Biographical • Technical • Competency based • Agree your scoring or section criteria • Define the number of stages required and keep it fluid! The Recruiting Process
- 18. @EdenScottLtd #BuildDreamTeam © Eden Scott Step 4 – Offer and Acceptance: • Put the offer out in writing • Confirm start date, remuneration, benefits, place of work, job title etc. • Hold your breath and wait! • Prepare for day 1 • Order PC / Laptop, Phone, email address, induction plan, day one, week 1, month 1 activity The Recruiting Process
- 19. @EdenScottLtd #BuildDreamTeam © Eden Scott Induction - What is the point? • Assist the new employee to transition into their new role • Loss of productivity • Poor integration to the team • Increase employee retention CIPD 2010 survey report of Resourcing and Talent Planning “Improved Induction process was rated the 5th most effective way to improve staff retention.” Above better pay and improved benefits!
- 20. @EdenScottLtd #BuildDreamTeam © Eden Scott What is included in an Induction? • Pre employment information • Physical orientation • Administrative set up • Company information History, mission, values, culture, structure Terms and conditions Policies and procedures Health and safety information Employee benefits Organisation overview • Role specific information • Technical induction • Information about other parts of the business • 30, 60, 90 days goals
- 21. @EdenScottLtd #BuildDreamTeam © Eden Scott Motivation and Retention
- 22. @EdenScottLtd #BuildDreamTeam © Eden Scott Motivation and Retention “ If you got the financial rewards right, but the non-financial rewards wrong, most people would leave within a short space of time. If you got the non-financial rewards right, but the financial reward wrong, you kept people for longer, but they would eventually leave for more money.” (Charles Cotton, Business Network Magazine.)
- 23. @EdenScottLtd #BuildDreamTeam © Eden Scott Non Financial Incentives
- 24. @EdenScottLtd #BuildDreamTeam © Eden Scott External Support
- 25. @EdenScottLtd #BuildDreamTeam © Eden Scott Thank You
Editor's Notes
- What ever you need CEO, CTO, COO Sales Director there an numerous ways get that hire In any case and whatever you decide the decision has to be based on DELIVERY AND RETURN ON INVESTEMENT! BE CLEAR FORM THE START WHAT YOU WANT TO ACHEIVE AND DEFINE WHAT SUCCESS LOOKS LIKE The most common question I always here is – we are a small company, how do we attract people to our business and why would they want to work here? NEXT SLIDE
- In general you have 3 methods at your disposal Do it yourself – Job boards Networks and referrals – past University, past and current colleagues, the Support networks here with Andrew and Ross,
- Bio – organic chat – talk me though your CV Technical – core skills of the jobs – technical knowledge – word of warning to get too hung up here think about the transferable skills!! It is your product or service, you have that inherent knowledge to you need to add to it or are you “buying news skills” CBI – tell me about a time when etc etc Mix of all 3 – but you are hiring in senior people – its all about what they add – that should be your driver Personality is another – do they “fit” with the team – small teams you need harmony!
- Rcognistion Ad hoc days off – reward for a job well done Dinner / Cinema / Vouchers _ NOT CASH or BONUS – involves the familty Great workign enviroments – fruit, soft drinks etc Felxibel workign hours Options to work for home either pre arranged days or as requered Projects – Newsletters – preiaind work well done Simple thanks you!
- A one stop shop Multidiscipline team Talent Pipelining - Support filling the talent funnel from top (senior) to graduates (Universities and Saltire Foundation). Social media strategies and niche community management Brand alignment and brand building through our website with excess of 20,000 visits per month Interview facilities HR support and staff retention advice Reduce cycle time and time to hire We are on your side let us work with you as a trusted partner Eden Scott aim to provide much more than simply a transactional, delivery oriented service. We will always seek to form a close relationship that would see us as a fully integrated partner, Career Fair Attendance: Where appropriate Eden Scott, through the provision of consultants can support Bacardi’s attendance at these events. Any suitable candidates can either be retained for future engagement, as detailed in the candidate pooling process, or invited to an informal interview with Eden Scott for potential submission to Bacardi. Senior Team Support and Development: Following on from the recent work undertaken by Michelle Lownie, I would suggest we agree some additional recruitment oriented seminars to support ongoing Senior Management development at Bacardi. HR Support and Staff Retention advice will be given as part of the ongoing relationship. This can be in the form of formal seminars, or in a less formal style with individual members of the team. Interview Facilities: Eden Scott will provide interview facilities in our Edinburgh, Glasgow or Aberdeen offices should projects dictate. Salary Benchmarking and Real Time Market Information can, and will be provided as requested. Social Media Support: Talent acquisition strategies are constantly evolving and of late we have noticed a marked increase in the use of Social and Digital Media platforms. With this in mind it is essential any recruitment strategy includes a multi-platform approach. Our dedicated Digital Media Manager can advise and support all complimentary activities relating to Digital and Social Media channels. Graduate Hiring Projects: Where specifically required Eden Scott can design and deliver bespoke Graduate Recruitment Campaigns on behalf of Bacardi. A cost for these projects would be agreed in advance, and would of course be dependent on the volume and process involved. Advertising Campaign Management: When deemed appropriate and in circumstances where additional Media support is required. Eden Scott will select, design and run advertising campaigns. The final cost will dictated by the Media Channels employed, but through our selected Media partners we will ensure Bacardi receive the most cost effective solutions. Assessment Centre Design and Delivery: Michelle Lownie is qualified to design and run Seville and Holdsworth Ltd (SHL) level A & B assessments. The final cost of these Programmes will be wholly dependent on the desired outcomes, and the solution employed. University Seminars and Representation: Eden Scott currently engages with several Scottish Universities in delivering seminars to Undergraduate and Post Graduate students. This is in the main focused on employability skills, but our preference is to invite Industry Partners to support these events with an employer’s viewpoint. The inclusion of Bacardi at such events will not only increase your brand profile, but will also offer excellent access to Internship opportunities, and indeed the local Graduate pool. Non-Core support: Jamie – Dedicates Social Media and Marketing Support, Campaign management, constantly assessing and means testing the best routes to market, candidate mapping support Craig – Strategy delivery, Project Management, Leads Eden Scott engagement with academic and wider industry partners. Deliver recruitment process changes and improvements.