our brochure
Transcription
our brochure
– defining recruitment 1 McDiarmid Whitmore – defining recruitment With a management team with over 20 years’ experience providing recruitment, consultancy, training and advisory services to the facilities management, property and built environment sectors, McDiarmid Whitmore are in a unique position to leverage existing relationships and deliver the very best resourcing solutions to our clients. Working in partnership we provide a consultative service to determine our clients requirements, enabling them to identify peerless individuals that will drive their organisation forward. McDiarmid Whitmore’s recruitment model is built upon a 4 stage principle: 1.Define 2.Source 3.Refine 4.Commence 2 1 Define A thorough consultation period prior to commencement of the search campaign ensures that we identify and target the candidates best suited to your requirements, representing only those with the ability to innovate and drive your organisation forward. • In depth meeting to understand the brief • Understand the motivation and objectives of the recruitment process • Identify targets • Agree communication timeline • Consultatively develop job and person specification • Determine job specific search strategy • Agree assignment timescales 3 2 Source We use a variety of resourcing techniques to identify the highest calibre of candidates in the FM, property and built environment sectors. We work hard to understand the motivation, ambition and aspirations of those that we represent which means that we source professionals committed to looking for new opportunities to further their careers rather than those dipping a toe in to the water to assess the market. • Approach established network for leads and referrals • Strategic advertising campaign on agreed websites and social media • Account Manager to host and attend relevant networking events • Pre-screen ‘long list’ of applicants to establish their motivation, aspiration and vision 4 3 Refine We want the search campaign to have as little impact upon your time as possible. To make sure of this we take the time to refine the search prior to presenting a shortlist of applicants. There will be no surprises during the interview process, ensuring a swift and efficient recruitment campaign. • Account Manager will meet and interview ‘long list’ based on criteria defined in consultation period • Take informal references where possible • Establish salary and package expectations – no surprises • Identify shortlist • Psychometric tests • Assessment of technical competence where relevant • Present shortlist and candidate reports 5 4 Commence Using our vast experience of salary and package negotiation we work with you to ensure successful completion of the search campaign. Our work isn’t finished there though. Where relevant we commit to ‘upskilling’ each candidate we place with health and safety or environmental management training accredited by IOSH or IEMA. We do this because we know that it helps reduce churn, enables your staff to align themselves closely with the organisations’ CSR policies but perhaps most importantly allows you to demonstrate a uniform level of competence in terms of compliance to your clients. Additionally where required we will carry out any associated public relations work related to the appointment. This leaves you the time to concentrate on your core business requirements. • Client interviews • Constructive feedback to candidates maintaining excellent public relations for the client • Offer and package negotiation • Agree commencement dates • Press release to pre agreed media • Client satisfaction survey • Accredited health and safety or environmental management training 6 To arrange a consultation contact Neil or Ben directly on: 07557 037 791 | 07766 684 614 [email protected] [email protected]