The document provides tips for successful recruitment in the low carbon sector from Moon Consulting. It discusses preparing for a recruitment campaign by understanding the market conditions, involving stakeholders, and creating an effective job description. The top tips are to plan the recruitment process, understand what competitors offer to attract candidates, listen to advice, remain flexible in candidate requirements, and ensure all parties are engaged in the three-way process of recruitment. The last tip is to work with an experienced recruiter like Moon Consulting to challenge perceptions and find top talent.

1. Targeting Talent
Top Tips for Successful Recruitment
in the Low Carbon Sector 2016
Simon Quinn
Head of Executive Search
Moon Consulting Limited
21st
June 2016

2. Listening to a recruiter?!...
Two emotions you might be feeling now…

3. Content
• About Moon Consulting
• Low Carbon Sector - market conditions
• The Campaign – preparation
• The Process
• Job Descriptions
• Top Tips

4. About Moon Consulting
Moon Consulting is an Executive Recruitment company for Senior
Management & Board Level roles with a proven and impressive record of
success in the Low Carbon sector.
We are able to secure talented candidates that drive competitive
advantage in a variety of Green industries and cutting edge
environmental services, such as waste management, wind power,
sustainable lighting, biomass power
We also have a comprehensive and active network of low-carbon
businesses throughout the South West
Low Carbon South West members can trust Moon Consulting’s
recruitment and low-carbon expertise to supply their organisation with the
leaders needed to realise their commercial objectives.
Members can access unique and bespoke packages under the joint
venture between Moon and LCSW - Standard, Premium and Platinum

5. Low Carbon Recruitment
Market Conditions
• Competitive and shortages, more demand than supply
• Candidate driven, Companies need to attract and sell their USP’s
• Technical skill sets are in high demand esp. scientists and
engineers
• The more niche the requirement, the ‘shorter’ the short list
• Increase in Apprenticeships in South West
• Benefits packages are important, not just about ££
• Flexibility and bespoke training are key in a tight market
• Recruiters…

6. Getting Started
Before we start…
•Check the background to the role: Is there a current incumbent, or is it
a new role? Are there internal applicants? What is the feasibility of
search?
•Salary & Benefits: Undertake benchmarking: How to check salary?
•If not an NDA role, then what are internal or external messages?
•Why are you hiring? Is it a new hire or a replacement? What is the
succession plan? Is there a start up, new division, new products or new
markets?

7. The Campaign
• Ask - who is aware of campaign?
• Check – target & off limits. Are NDA’s required for candidates?
• Social Media – linked in & twitter – using your own and our website
• Stakeholders – Who involved and Why? At what stage? (such as
HR, Board, NEDs, Trustees, Lawyers, Accountants, Advisors, PE)
• Plan before… who leads on recruitment, agree timetable, structure
(will behaviourial profiling be required?)

8. The Process
• Plan: Interview structure including time, attendees, internal /
external candidates and closing dates
• Process: Moon to be represented on the panel? Agree a note taker
and have a standard equitable process and questions to allow a
clear comparison of candidate’s performance
• Where: Where are interviews held? In the office or an external
location?
• Logistics: From venue, acoustics, parking, welcome, room layout
power point – important to create the right atmosphere

9. Job Descriptions
• JD’s should provide key information, necessary do’s and don’ts
• Base JD on role rather than person specific
• Include a great description of business, core values, have a relevant
and understandable job title, cover future plans
• Make the JD lively and colourful – include the Company logo and
not too long!
• No internal jargon, discriminatory language or unrealistic
expectations. The same applies to adverts – branded or anonymous

10. Top Tips Summary
PLAN your process to involve all stakeholders
KNOW what the market and competitors are offering –
consider working in partnership
LISTEN to advice, colleagues, stakeholders and Moon!
Be FLEXIBLE: the ‘right’ candidate may not have every
skill, but brings something extra. Be sure to offer a ‘hook’
It’s a THREE WAY PROCESS: you, the candidate and
us, we all must buy in!

11. Last Top Tip
• Use Moon Consulting to challenge your perceptions about search
Moon Consulting Executive Recruitment
for Senior Management & Board Level roles
recruit@moonconsulting.co.uk
www.moonconsulting.co.uk
twitter: @moonconsulting
linkedin: Moon Consulting
01275 371200