RECRUITMENT CAMPAIGN PROPOSAL In respect of the appointment to the post of Technical Director
CONTENTS
SECTION 1 - Introduction & Campaign Summary SECTION 2 - Recruitment Team SECTION 3 - Campaign Action Plan SECTION 4 - Project Timeline SECTION 5 - Fee & Cost Schedule
INTRODUCTION & CAMPAIGN SUMMARY
Direct Search (Headhunt) strategy
This Resourcing Proposal outlines the methodology, programme and cost for the recruitment campaign leading to the appointment to the post of Technical Director at Taylor Wimpey. Campaign Summary To secure the strongest possible selection of candidates for the role we propose to undertake a comprehensive Search and Selection Campaign. This campaign will be delivered via two strategies, Direct Search and Advertised Search , which will run simultaneously. The two strategies target the whole spectrum of candidates within a candidate pool, those Active i.e. on the market, Semi- Active who are browsing and potentially tempted by a strategic post and those Inactive i.e. currently in roles with no immediate plans to move.
Target Markets (Potential sources)
Therefore the Advertised Search element of the campaign serves as an important supplement to the Direct Search element of the campaign. However, the potential cost of external advertising needs to be managed carefully.
The Direct Search element of the campaign will target a very specific pool of candidates, those inactive, i.e. in a position and not actively looking. They will be targeted by specialism, experience and location. Exceptional candidates are not always looking for new roles, and therefore need to be identified, engaged with and enticed into a career move. They will be in demand and will need to be headhunted with a career move that is not available where they are, or holds more progress and reward than their current opportunity. The advantages of Direct Search are that specific skills or backgrounds can be targeted and candidates who may not be already looking on the open market can be engaged with and may be available with some degree of exclusivity to the school.
The candidate is likely to be in a similar position with a Residential Developer within a 50 mile radius of the Abingdon office, ideally they will already be a highly experienced Director level to add weight to the existing Regional Board. Alternatively, the candidate may currently be outside of the region and seeking a move to the area. Advertised Search strategy The Advertised Search element of the campaign will target those candidates who are active and who may be inaccessible via Search (they may be between roles, overseas etc.). Given the market conditions the response levels (both in terms of quantity and quality) from this segment of the market can vary.
INTRODUCTION & CAMPAIGN SUMMARY
We will act as the point of contact for response handling and feedback to applicants with respect to all adverts posted. We believe that the best value for money comes from online campaigns and via our database and LinkedIn groups and networks. These “connections” have been developed over the last eight years and include some of the leading candidates available in the market. We have compiled a best value advertising schedule based on this understanding.
The quotes opposite have been negotiated by MRG on behalf of Taylor Wimpey to reduce costs and give better value.
In the event that you want to consider the use of further advertising media including print options we can consult and arrange this (normally with cost reductions of up to 50% from the rate card).
This would be discussed and agreed at the recruitment briefing meeting. Optional (at additional cost);
Estates Gazette Telegraph Jobs CIOB Building4Jobs
Online Media Campaign
Cost
MRG suite of media
Inclusive of campaign fee
Included in MRG Media Suite
Total jobs
Included in MRG Media Suite
CV Library
Included in MRG Media Suite
Career Structure
Inclusive of campaign fee
RECRUITMENT TEAM
Nick Frost – Regional Manager
Nick will lead the delivery of the recruitment campaign and will act as the point of contact to Taylor Wimpey. Nick will make all approach calls to target candidates. We do not outsource this stage or delegate this to a junior member of staff. We believe the quality of the approach determines the quality of the long list and that the initial discussions with a candidate are critical.
After graduating from University in the late 1990’s Nick started his recruitment career with specialist recruiter Ellis Fairbank, before moving to PSD, building a specialisation in senior appointments in the Residential sector across the UK. He then ran his own Search business in the Residential sector before moving into the Oil & Gas market in 2009 at the start of the financial crisis. Nick joined MRG in 2015 to lead the MRG Manchester office.
Nick Frost – Regional Manager North of England Region Nick.frost@mrgpeople.co.uk 0161 638 0936
CAMPAIGN ACTION PLAN
Stage 1: Briefing
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 Stage 4: CV presentation, Shortlisting, Assessment & Selection We will provide reports on our findings, including salary benchmarking, quantitative We will present findings and advise on shortlisted candidates using the Selection Matrix. Full CV’s and analysis supporting evidence against the key selection criteria will be provided. We will undertake all the necessary administration and any other arrangements for client interviews. and qualitative feedback and application/response levels.
Stage 5: On- Boarding
Following commencement in post we will continue to aftercare and advise the appointed candidate.
Nick Frost will meet Taylor Wimpey to undertake a full briefing on the requirement. All aspects of the role would be discussed, including background, role, job and person specification and assignment programme. Specific target strategy, advert copy, key selection criteria, selection matrix and key programme checkpoints will be agreed. Advertising strategy will be discussed and agreed. Stage 2: Search – Advertising and Approaches We will launch the Direct Search and Advertising Campaigns. We will undertake the research and identification phases before approaching targeted candidates with the proposition with a view to gaining their interest. This exercise will run concurrently with the recruitment advertising and ‘background noise’ campaign.
We will be on hand to advise on offer acceptance and candidate resignation strategies (including notice reduction negotiation if required).
CAMPAIGN ACTION PLAN
We will work with Taylor Wimpey to design the 5 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.
Scoring Mechanism
5 4 3 2 1
Strong match Good match
Match
Some match Poor match
PROJECT TIMELINE
Week 1 - Briefing meetings – all positions • Headhunt strategy agreed • Key programme dates agreed Time required from Taylor Wimpey – Up to 2 hours
Week 1
- Campaign commences. • Research & Market Mapping commences. • Advertising campaign goes live.
Week 2-5 - Headhunt approaches commence
- MRG briefing meetings and interviews
Friday Week 4 - Shortlist meeting
Time required from Taylor Wimpey – 2 hours
Week 5
- Taylor Wimpey
COST AND FEE SCHEDULE
Recruitment Campaign Fee
COSTS Advertising Costs
Taylor Wimpey
FEE SCHEDULE
The recruitment campaign fee has been calculated at 25% of the anticipated salary level and is fixed at this level, thus giving you the school the certainty of a fixed recruitment campaign fee regardless of salary level offered. We have anticipated a salary level of £90,000 and have therefore calculated the fixed fee based on this. Our methodology is to manage the campaign as Taylor Wimpey’s retained advisor on an exclusive basis. Our charging structure is 1/3rd of fee upon commission of the campaign and the final 2/3rds payable upon start date of the successful appointee.
Technical Director
As per recommended schedule in this document however options to be discussed and confirmed at briefing meeting.
PROCESS
FEES
STAGE 1 - Candidate Identification
Research, Identification, Approaches (Direct Search):
Stage 1 Total
£7,500
Payment Terms
STAGE 2 - Candidate Screening & Longlist Presentation
Stage 1 & 2 Fees are payable 14 days from date of commission of assignment. Stage 3 Fees are payable 14 days after commencement of employment. All other terms as per MRG Standard Terms of Business
Stage 2 Total
£0
STAGE 3 - Candidate Placement On commencement of employment:
Stage 3 Total
£15,000
Proposal Acceptance To confirm your acceptance of this proposal, please sign below and return a copy to us: a scanned copy by email is sufficient. Signed for and on behalf of Taylor Wimpey ....………………………………………………………………… Date ....………………………………………………………...........
OVERALL TOTAL
£22,500
Fees are subject to VAT.
CAMPAIGN PORTFOLIO AND TRACK RECORD
Please find below examples generated over the last 3 years that demonstrate our capability and track record of recruiting to posts of a comparable nature specifically within the Residential Development sector.
Technical Director
Contracts Director & 2 x Senior Quantity Surveyors The Style Group, based in Jersey, retained MRG to fill these critical positions that were key to the company’s flag ship development, a £35 million multi-phase social housing scheme. Due to the relocation required for these roles, the Searches focussed on advertising to attract suitable candidates. All roles have now been successfully filled, with one candidate in position and two further candidates in the process of relocating to the island.
Regional Construction Director Weston Homes are re-structuring into four no. operating units. Each unit will stand as an independent business are report to the Managing Director. MRG were retained to appoint a Regional Construction Director for the North Home Counties, identifying a candidate with board experience and a mix of both volume speculative development and general contracting employment. The preferred candidate has been selected from a long list of 8 candidates and starts in June. Total package in excess of £125,000 plus benefits plus bonus.
Berkeley Group businesses have a very dynamic model and the group creates new revenue through businesses offering a slightly different residential product, they currently have 20 separate limited companies. MRG were appointed to identify a Head of Technical who would step up into a Technical Director’s role upon the creation of a planned new business venture. The search was highly confidential as it was a sensitive appointment. We met over 40 candidates initially without disclosing the identity of the business; the shortlisted candidates were required to sign a Non- Disclosure agreement prior to being briefed on confidential elements of the business plan. Total Package £120,000 inclusive.
CAMPAIGN PORTFOLIO AND TRACK RECORD
Build Managers/Senior Project Managers
Commercial Manager
Head of Cost Planning
Countryside Properties have successfully retained MRG in 2015 and 2016 to source lead Project Managers capable of taking full ownership of large and complex schemes, sometimes involving inner city regeneration but including green-field developments. Projects range from Cambridge in the North Home Counties, across London and Kent and Sussex. We have recently started working with the North office to source similar candidates.
Gleeson Homes were splitting their Northern region, and approached MRG seeking to recruit the Commercial Manager to head up the commercial department of their new Merseyside region. Gleeson operate a very lean regional structure, whilst still producing 400 units per year and key to this role was finding the right person to work within their unique set up.
St William is a joint venture between Berkeley Group and National Grid. The business intend to act solely as “client” rather than adopting a self-delivery model, popular with most house builders. Subsequently all their team have significant involvement in the front end, they were seeking to appoint a Head of Cost Planning who would sit on the senior management team and regulate cost across all 38 schemes. This role doesn’t exist within most traditional Property Companies and MRG had to consult and advise prior to identifying a suitable target pool of candidates. 6 candidates were shortlisted and a preferred candidate has been identified.
THE MANAGEMENT RECRUITMENT GROUP
Regal House 70 London Road Twickenham TW1 3QS Tel 020 8892 0115
68 King William Street London EC4N 7DZ Tel 020 7959 2368
111 Piccadilly Manchester M1 2HY Tel 0161 638 0936
www.mrgpeople.co.uk
Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12Made with FlippingBook - professional solution for displaying marketing and sales documents online