A Resourcing Proposal
In respect of the appointment to the post of:
Executive Director
www.mrgpeople.co.uk
Contents
Section 1 Executive summary
Section 2 Campaign action plan and programme
Section 3 Identification and engagement of industry leading candidates
Section 4 Assessment technique and tool to be used
Section 5 Why MRG?
Section 6
Project team
Section 7 Fees, cost & payment schedule
Section 8 MRG commitment to equality & diversity
A healthier perspective
1. Executive Summary
This Recruitment Campaign Proposal outlines the MRG approach, methodology, programme and fees resulting in the appointment of the Executive Director post at ETL.
ETL is a niche consultancy specialising in providing property advice and services on behalf of clients within the Healthcare, Science and Education sectors. The Executive Director role offers an exciting and challenging opportunity for a senior professional with extensive experience in the built environment. The Director will play a pinnacle role in the Executive Management team and will oversee and manage the senior leadership team consisting of 4 Director level reports across Project, Programme and Cost Management, Property and Sustainability. The Director will work closely with both the Non-Executive and Executive teams to manage and grow the business with specific focus on business development and strategic business. To secure the strongest possible selection of candidates for ETL, we propose to undertake a comprehensive executive search recruitment campaign. This campaign will be delivered via two strategies, Direct Search and a Digital Advertised Campaign which will run simultaneously. We will use our market leading Flipping Book packs to promote the role to the passive candidate pool, to promote ETL as a destination, to raise the employer brand and “pitch” the role in the best possible way. Strong project management, developed over the last twelve years, co-ordinating every stage across all stakeholders, will ensure a smooth appointment, help us make your life easy and meet the deadlines. Melanie Pye and Matthew Evans will deliver the campaign. They are specialists in your sector and have a good track record with ETL. In the last two years they have made fourteen placements with ETL, ranging from Associate Director to Non-Executive Director to Senior Project Manager and Cost Manager. MRG has gained a thorough understanding of ETL, your culture and what makes you different. It is anticipated that the campaign will launch in mid-January 2020 with an appointment being finalised by the close of March 2020. Our programme (enclosed) reflects this understanding. We will use our Matching Matrix Selection system to ensure a define, identify, select and shortlist candidates who fully meet the brief.
ETL is a close-knit team of experts, enabling public and private sector clients to transform their environments. Our 80+ employees provide consultancy services, working with clients on strategy and estate development. We help them become more efficient and effective.
2. Campaign action plan and programme
Stage 1: Brief
At the initial meeting all aspects of the role will be discussed including background, job and person specification and prospective candidate source (headhunt) areas. Adverts, key selection criteria, the selection matrix and key programme checkpoints will be agreed. The advertising strategy will also be discussed and agreed.
Stage 2: Search - Advertising, Research, Identification and Approaches
Following the briefing meeting we will dedicate our research team to conduct a wide ranging headhunt assignment for the post. This will run concurrently with the recruitment advertising and ‘background noise’ campaign.
Stage 3: MRG Candidate Selection and Briefing Meetings
We will undertake 1 to 1 briefing meetings/screen interviews (specifically investigating the key selection criteria matching experience) with all relevant candidates sourced via the headhunt and advertising campaigns.
Stages 4: CV presentation, Shortlisting, Assessment & Selection
We will provide reports on our findings, including salary benchmarking, quantitative and qualitative feedback and application/response levels. We will advise on shortlisted candidates using the selection matrix. Full CVs and supporting evidence against the key selection criteria will be provided.
We will undertake all of the necessary administration and any other arrangements for client interviews.
Stage 5: On-boarding
We will be on hand to advise on offer acceptance and candidate resignation strategies (including notice reduction negotiation if required). Following a successful start with ETL we will continue to provide aftercare and advice to the successful candidate.
The below programme allows us to extract the maximum productivity from key stages in the process (such as campaign set up, advertising and proactive search and interview stages) thus allowing us to generate the strongest possible shortlist whilst securing candidates by the end of February/beginning March 2020 and therefore allowing the appointed candidate to take up the post as quickly as possible following this subject to notice period negotiation.
3. Indentification and engagement of industry leading candidates
Identification
Based on the briefing discussion and our experience and understanding of the sector we will conduct a comprehensive research exercise to define the candidate pools for direct approaches. If ETL is to attract ‘industry leading’ candidates for the Executive Board post we would recommend that prospective candidates should be proactively sought from the following target areas.
- Consultancies - Advisory/Management Consultancies - Main Contractor/ Construction Digital Advertised Search
We will agree a long list of candidates with you and Melanie Pye will then make the approaches.
We believe it is imperative that candidates, who are headhunted, are approached by someone who understands the position, the company, and the culture and is a credible ambassador for the business.
Engagement
Showcasing a position supports good Search campaigns.
We have modernised the traditional approach to Search. We have invested heavily in our social media networks and every assignment has a specific Digital Advertising Plan that promotes an opportunity across the widest (but also most relevant) networks. We monitor the performance of our plans and amend and adapt whilst live to ensure maximum exposure and optimise results. In an age where supply chains are complex, candidates may be global and job titles are becoming more complex, digital strategies that support a campaign are vital to success as they access candidates traditional Search cannot find. The Digital Advertised Search element of a campaign targets those candidates who are active but who may be inaccessible via Search. The Digital Advertised Search element of the campaign serves as an important supplement to the Direct Proactive Search element of the campaign. However, the potential cost of external advertising needs to be managed carefully.
In a competitive market where candidates are in demand, we have developed an expertise in showcasing a post. We produce digital FlippingBooks as Digital Candidate Brochures that make the most of how potential candidates consume information today. Recent examples of these can be found in the MRG Track Record section of this document. We have invested heavily in our social media networks and every assignment has a specific Digital Advertising Plan that promotes an opportunity across the widest (but also most relevant) networks. We monitor the performance of our plans and amend and adapt whilst live to ensure maximum exposure and optimise results. In terms of advertising we believe that the best value for money comes from industry specific online adverts rather than print journals/magazines. They offer better value for money with online mediums now far more accessible with the advent of tablets and smartphones. We are able to secure significant cost reductions from rate card prices based on our longstanding relationships and economies of scale with the recruitment advertising platforms. We will advertise the position snapshot for the post (inclusive of the proposed cost) on the following sites: www.mrgpeople.co.uk, www.totaljobs.com, www.cvlibrary.co.uk, and www.linkedin.com. It will also be collected by the leading job aggregation websites.
We would also recommend the following specialist advertising options and have secured significant reductions from the rate card on behalf of the ETL.
Online Media Campiagn Telegraph jobs online Building magazine online Estates Gazette online Property Week online LinkedIn Featured job posting MRG website (featured vacancy)
Cost
£250.00 £200.00 £750.00 £250.00
Inclusive of campaign fee Inclusive of campaign fee
Total Cost
£1,450.00
In the event that ETL wishes to consider the use of further advertising mediums we can consult and arrange this (normally with discounts of up to 75% from the rate card). This would be discussed and agreed at the recruitment briefing meeting.
11 Investment - Business Brochure
4. Assessment technique and tool to be used
MRG Selection Matrix
We will work with ETL to design the key criteria to be used for longlisting and shortlisting selection. We will then employ these criteria to construct our Selection Matrix. The matrix is an effective tool for both longlists and shortlists using a simple 3D vetting and grading system. The Selection Matrix ensures that selection is both robust and auditable and provides the client with a tool to compare and contrast candidate’s skills, measuring those skills not only against the experience criteria, but against the skills and experience of other candidates on the Long or Shortlist. We will undertake 1 to 1 briefing meetings/screen interviews (specifically investigating the key selection criteria matching experience) with all relevant candidates sourced via the headhunt, advertising campaigns and any internal applicants.
The shortlist reports (example below) would include an overview of the candidate, the matching matrix score and evidence of how the candidate meets that criteria. This would be accompanied by the candidates own CV and covering letter.
Behavioural Assessment
Thomas’ behavioural assessment PPA provides an accurate insight into how people behave at work, giving you a greater level of certainty when recruiting. The Thomas PPA is a forced-choice instrument which uses an ipsative referencing method – an individual’s response patterns are compared to themselves rather than the scores of a comparison group. Individuals are asked to select one adjective which they believe describes them most and one which describes them least. In order to complete the PPA, individuals choose two trait adjectives from a block of four, one ‘most like’ and one ‘least like’ them. This process is repeated 24 times, giving 48 choices from a total of 96 words. Once candidates have completed the online exercise via an online link you will be provided with an initial profile detailing a person’s strengths and limitations, their communication style, what motivates them, their basic fears and how they behave under pressure. The Thomas PPA has been subject to rigorous scientific testing to determine its reliability and validity as a psycho-logical assessment. The PPA is registered with the British Psychological Society (BPS) after it was audited against the technical criteria established by the European Standing Committee on Tests and Testing, part of the European Federation of Psychologists’ Associations.
If this assessment option is taken up the cost is £150.00 per candidate assessed.
In addition we can carry out further checks such as financial background checks/ educational etc for an additional cost.
5. Why MRG?
Please find below recent examples that demonstrate our capability and track record of recruiting to posts of a comparable nature specifically within the Consultancy sector. We have demonstrated our track record of attracting candidates from within the consultancy environment across varying business streams similar the offerings of ETL.
660 views
331 views
2,113 views
We believe we are well placed to execute this campaign for ETL.
Melanie Pye and Matthew Evans, supported by Jessica Kempton, will execute this campaign. They know ETL and have successfully delivered a significant number of campaigns on your behalf. They understand the business, culture AND the market. We have successfully delivered similar campaigns so understand the candidate pools and how to attract the best candidates, the selection process required and how to present this proposition to market. We hope this proposal provides the information required to give the Non-Executive Team at ETL the confidence to appoint MRG for such a key appointment.
References
CBRE Senior Director - Head of Investor/Developer Project Management
The Management Recruitment Group (MRG) were retained by Global Real Estate Advisory Firm, CBRE, to source a Senior Director/Head of Investor and Developer Project and Program Management. CBRE were seeking a business leader to not only manage existing schemes but significantly grow the division through business development activities, utilising internal networks and their own contact base MRG conducted a full in-depth marked mapping exercise to identify all potential candidates, this was discussed at length with Matt Wilderspin, Executive Director, Project and Cost Management before discreet, confidential approaches were made.
In-depth candidate analysis using MRG’s selection matrix, personality profiling and 360 confidential referencing with clients and industry figures, ensured that a shortlist of eight candidates was produced in an exceptionally competitive market.
6. Project team
We believe that an assignment of this importance needs to be adequately resourced with an experienced and highly motivated team. The team for this assignment will be led by two very experienced consultants Melanie Pye and Matthew Evans, who will be supported by their researcher – Jessica Kempton. Jessica will support on the research and administration and will work as the dedicated Project Administrator for the campaign. Melanie and Matthew will undertake all candidate interviews and personally facilitate both the longlist and shortlist phases of the campaigns. Melanie and Matthew formed the team for the 2019 recruitment campaign of the Non-Executive Director post as well as the recent Associate Director of Project Management appointment. We therefore will be dedicating a team that has a thorough knowledge for ETL as well as a high degree of enthusiasm and pride when representing the business. Melanie and Matthew have personally managed each of the assignments listed on the track record section of this document.
Melanie Pye
Melanie joined MRG in London in 2012 and is responsible for Project Management recruitment campaigns within the Property Sector for PM Consultancies and Real Estates Advisors. After graduating from London South Bank University in 1996, Melanie has worked in recruitment for over 20 years delivering temporary and permanent assignments on behalf
of Investment Banks, Fund Management and the Property sector. She has experience of delivering both retained and contingency solutions and has completed assignments across all levels of Project Management including roles for Project Director, Associate Director and Non-Executive Director.
Jessica Kempton
Jessica spent 4 years as a Personal Assistant before joining MRG as Executive Assistant to Matthew Evans providing high level project support on Real Estate, Asset and Property Management recruitment campaigns.
Matthew Evans
Matthew leads MRG’s Real Estate Advisory and Project and Cost Management business units, working with a range of organisations in order to provide tailored recruitment solutions and aligned services. Having joined MRG in 2013 he has successfully grown both the Real Estate Advisory and Project and Cost Management teams.
He graduated from The University of Reading and started his recruitment career as a Researcher within an executive search company progressing to the Head of Real Estate Practice. In 2009 he joined a Real Estate and Construction search business as a Principal before joining MRG. Matthew predominately operates at a senior level working with a number of organisations to make key strategic hires across the property industry. Being trained in a number of human capital tools, Matthew is our resident expert in the use of Thomas International, and their Psychometric Assessment Tools. Unlike many other executive recruitment consultancies, we are proud to be specialists in the Property Sector. The proposed team has an acute understanding of the wider construction and property sectors and have over a decade of experience of building networks and knowledge of the sectors that may house candidates with the appropriate or transferable skills to those found in similar organisations
If deemed required, the MRG project team would also be pleased to facilitate the engagement and participation of an external panel member.
We have successfully applied this approach previously with external panellists supporting at the longlist, shortlist and/or interview panel selection stages depending on the preference of the business.
7. Fees, costs & payment schedule
Recruitment Campaign Fee
We are proposing a fixed fee of £35,000 for this campaign, thus giving ETL the certainty of a fixed campaign fee.
We expect the salary level to be in the £140,000 per annum range thus giving a likely percentage figure in the range of 25%.
Our methodology is to manage the campaign as ETL’s retained advisor on an exclusive basis. Our charging structure is 1/3rd of fee upon commission of the campaign (Stage 1) and the final 2/3rds payable upon start date of the successful appointee (Stage 3).
Costs
Any specialist advertising and psychometric assessment can be arranged by MRG and will be discussed at the briefing. In the event that a campaign is cancelled by ETL at any point after the closing date 50% of stage 3 fees will be charged. All other terms as per MRG Standard Terms of Business.
Payment Terms
Stage 1 Fees and Costs are payable 30 days from date of commission of assignment
Stage 3 Fees are payable 30 days after commencement of employment of successful candidate.
8. MRG commitment to equality & diversity
Advertising
All MRG adverts comply with current anti-discrimination legislation and are carefully worded to ensure that they are not written in a way that stereotypes or encourages people to believe that the position is only suitable for certain groups of people. Unless requested we advertise all our vacancies online with leading online job boards, public networking sites and specialist and national press (or often their online equivalents). This ensures we can attract candidates from the widest pool available and gives fair accessibility. Consideration should also be given to which media is used for advertising to ensure that applications from some sections of the community are not excluded or limited. We are also able to broadcast to a more diverse audience by using specialist job boards such as diversity jobsite.co.uk which specifically seeks to attract applications from underrepresented groups. Adverts can include specific sign offs that encourage applications from specific sections of the community where they are under-represented. We would discuss this with relevant stakeholders from ETL and agree before publishing any adverts. We proactively search from organisations that also deploy similar Equality and Diversity standards (Two Ticks, Athena Swan, Stonewall etc.) from the following target markets: - Corporate organisations with the appropriate Equality and Diversity policies - Higher EI’s - Local and Central Government - The NHS - Publicly funded organisations such as Police, Ambulance and Fire Services - Other Public Institutions - The Third Sector We search by Organisation and Job Title thus removing the opportunity to stereotype. The full Search report is available to the selection panel at the conclusion of the campaign. This report shows the full candidate pool and all the prospective approaches made. Search
Selection
MRG has a recruitment and selection methodology in place to ensure that recruitment decisions are based solely on merit and are free from any forms of discrimination or bias. As detailed earlier in this document we employ a Weighted Selection Matrix to select candidates for our long lists. The system scores candidates against pre-agreed experience competencies. Those candidates scoring the highest are then selected. This process ensures all candidates are treated fairly and equally as they are selected based purely on experience in a competency demonstrated at interview. MRG wants to meet the aims and commitments set out in our client’s equality policies. This includes building an accurate picture of who is applying to join the organisation. We will monitor the diversity of applicants by sending a questionnaire to establish the diversity of all those who apply. The information received is collated and presented as percentages, thus ensuring complete confidentiality. As a business we are committed to a gender diverse workplace and 52% of our entire staff are female (17 out of 33 staff). Monitoring
Prepared Thursday 19th December 2019
www.mrgpeople.co.uk
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