Different by Design People. Process. Expertise.
Recruitment Campaign Proposal
Executive Summary
This Recruitment Campaign Proposal outlines the MRG approach, methodology, programme and fees resulting in the appointment of the Head of Life Sciences at Lexica. MRG have a track record of completing recruitment campaigns within the Life Science sector and are confident in our grasp of the market. We’re confident that with rigorous pre-programme management and extensive mapping, we would be able to explore every corner of the market and source the best available candidates for shortlist. We hope this proposal provides the information required to give you the confidence to appoint MRG.
Our Values Different by Design
Overview
Founded in 2007, MRG is an international group of specialist recruitment businesses focused on leadership appointments across real estate and facilities management, development and infrastructure. Through services including retained search, interim executives and recruitment as a service, we support global businesses and iconic institutions across sectors including arts and culture, education, government, healthcare and life sciences, hospitality and leisure, industrial, infrastructure, office, retail and more. With trading offices in the UK and Malaysia and resourcing offices in South Africa and Australia, we’re growing rapidly. For us, it’s about getting it right rather than getting it over the line. It’s about unbiased processes rather than ‘a little black book of contacts’. And it’s about meaningful sector knowledge rather than gut feel. Ultimately, that focus on process and detail makes us better to work with, better to work for, and far more likely to complete assignments successfully at the first time of asking.
Inclusive
Forensic
Inventive
Relentless
Open, fair and diverse by design.
Known for spotting the details that others may have missed. We’re forensic in many ways, and for many reasons. Our briefings are exhaustive, our work is detail-obsessed and our mistakes are minimal. We know our processes and our sectors inside-out – and that’s largely why our placement success rate is unusually high.
Finding new ways to solve issues unique to every organisation. At the same time, it’s clear that we’re inventive . We’re constantly finding new solutions to stubborn problems. These are problems that others often can’t solve; problems that can’t be tackled with an off- the-shelf approach.
Stopping at nothing to get the job done. Your uniqueness deserves more than an off- the-shelf approach. Being relentless is about never giving up. It’s about overcoming challenges. Ultimately, that means it’s driven by enthusiasm and energy – you can’t be relentless without being positive.
Unlike many companies,we’re inclusive by design. Our competency-based process is built to remove bias.
Our Global Footprint
Owing to high demand and the global scale of many of our clients, we’re expanding globally at pace. We
have offices in London and Kuala Lumpur – and from Kuala Lumpur we are supporting major Giga Projects in the Middle East which are fuelling further business growth. We also have dedicated resourcing teams in South
Africa and Australia. Through these hubs, we recruit senior professionals across every real estate niche all over the world.
Our group also includes a growing list of single- market or single-function recruitment brands, including Bid Recruitment, University People and Independent Schools Leadership.
Our Process - Overview
We’re able to put the key skills in the right order, and we’re able to provide a framework that makes candidate comparisons an objective formality. However, our approach isn’t fixed – at management level recruitment, it simply can’t be. Our process is fundamental to our success. By interrogating the brief, assessing the market up front and building a shortlisting process that minimises errors, we make selecting the right candidate far more straightforward. But it’s not just the process design that’s consistent. Unlike with many search firms, our clients and candidates deal with their lead consultant from first call to last. We see this as instrumental to success when working on senior management assignments. We’re a values-driven business - and those values underpin everything we do, including our process...
We believe it’s our responsibility, as a recruiter, not only to help our clients hire the right people – but to ensure that process is objective, data-led and watertight. This sense of responsibility defines our entire approach – and it has many different facets. We interrogate the brief and establish where the right candidates are likely to be. Businesses can spend thousands working through a shortlist of the wrong people, simply because this initial task wasn’t carried out. Secondly, we use a combination of our experience, our vast reach, and our knack for employer branding – the flipping books we design in-house, for example, are often cited as the key reason candidates responded. We draw out unique competencies for the job, rank them and weight them – creating a scoring matrix to apply to each candidate. The results underpin shortlisting decisions, ensuring objective results. This is also why we describe our process as diverse by design. We think diversity is actually a lot simpler if you build it into the way you operate.
Step 1
Step 2
Candidate Attraction Inventive in how we attract candidates
Relentless
Relentless in blueprinting markets & understanding each role brief – each role is unique, each campaign has to be different. A full detailed briefing meeting is undertaken – between MRG and all key stakeholders; advisors, clients and partners. We take the time to understand what is truly going to make this appointment successful. Not only the technical abilities required, but the behaviours and values that the team requires. We Blueprint Markets . On average we identify 84 candidates per role. We find the obvious candidates at competitor and aligned business/assets/destinations. We look beyond the obvious. Using our understanding of our markets we seek to find candidates with aligned competencies, by combing the candidate pool with forensic detail.
We start by advertising the role, launched across our website, leading aggregate websites, and Linkedin. This element of a campaign targets those candidates who are active and looking for work. We then reach out to our trusted network of industry contacts, acting as a “PR” agent, to present the opportunity in a way which makes inactive candidates consider a move. This critical part of the campaign is how we attract the best and most sought-after talent in the industry. Our in-house graphic designer develops professional, high quality candidate briefing documents using your brand guidelines and copy. The candidate briefing document acts as an attraction tool to potential candidates, gives additional detail of the job description, company, and outlines the recruitment process. Often, we can achieve over 1000 opens of the Candidate Brochure – and a well-designed document acts as a fantastic marketing tool on a public campaign. In order to achieve more widespread coverage, you may want to consider the use of further advertising mediums. We can consult and arrange this once agreed at the recruitment briefing meeting.
Step 3
Forensic In our approach to candidate assessment and analysis.
Intelligence: We utilise TEIQue Emotional Intelligence reporting as a tool when dealing with people-oriented appointments. Developing these skills is critical in the workplace, with strong emotional intelligence being linked to high performance. Understanding how candidates manage their own emotions and those of others, and how they may respond to stress or change, is a valuable insight for anyone looking to make a strategic hire.
Candidate assessment and analysis is essential in ensuring that the very highest calibre of candidates are taken forward to interview stage and reduce unconscious bias. MRG’s aim is to make our process based on data and evidence. It’s to assess the whole range of candidates’ abilities, looking beyond the CV and years of prior experience. We make decisions based on three areas of candidate assessment – Behaviours, Intelligence and Competencies/ Experiences.
Competency Based Assessment: Using MRG’s bespoke Weighted Selection Matrix drives decisions to be made based on evidence and data, rather than gut feeling and assumption. Each role is broken down into agreed weighted competencies which candidates are assesses against, with supporting evidence given and clear, precise information provided. 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.
COMPETENCY
Ideal Candidate
PERSONALITY
INTELLIGENCE
Behaviours : PPA is a personality test which enables employers to evaluate a candidates' character traits in a more in-depth way to determine whether they will be a suitable fit for a role as well as how they prefer to communicate with others.
Step 4
MRG Commitment to Equality and Diversity
Advertising
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 outlined and set by the client.
All MRG adverts comply with 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, and public networking sites. This ensures we can attract candidates from the widest pool available and gives fair accessibility. 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 and agree before publishing any adverts.
Inclusive by design We’re passionate about diversity and inclusion, and actively work on advancing it both within our own workplace and the clients we support. Proudly, our entire approach to recruitment is built on an inclusive foundation. We’ve built a rigorous recruitment process that’s inclusive by design. It’s objective and unbiased, replacing instinctive decision- making with transparent, systematised methods. Time and again, it results not only in more diverse workplaces, but more successful ones.
Equality and Diversity at MRG
The MRG team have completed the Marshall Unconscious Bias training. As a business we are committed to a gender diverse workplace, and have an approximate 50% female and 50% male gender balance across our own business. The strategies and processes adopted by MRG in this section have ensured that we have achieved considerable success in shortlisting and facilitating the appointments of candidates from underrepresented groups. As a business we are committed to embedding a strong equal opportunities culture and monitoring diversity is a crucial component of ensuring a successful strategy.
Search
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.
Selection
Programme Management
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.
A pre-agreed programme ensures that we are transparent, prepared and aligned with the client in order to generate the strongest possible shortlist in the time needed.
MRG Relevant Track Record We possess significant expertise in appointing similar life science focused roles in addition to Leadership appointments within Real Estate. A selection can be viewed below –
Your Dedicated Team
The Project Team will be led by Board Director Matthew Evans (Lead Consultant). Matthew leads MRG’s Real Estate, Property, Facilities and Estate Management business units. Matthew has operated within the London Real Estate market for in excess of 15 years, with the past 10 being within Executive Search. He has completed assignments for a variety of organisations across management consultancy, real estate consultancies and landlords/investors.
Christopher works on the real estate desk focused on executive leadership appointments across a range of sectors and services with property companies, investment managers and Management Consultancies. Working closely with Matthew Evans, combining their thirty plus years of experience to offer solutions to the industry. With over 19 years of recruitment industry experience, Christopher delivers campaigns for senior leadership roles within a variety of sectors, including Offices, Retail, Life Science and Living Assets. Recent appointments have included Leasing Manager with Hammerson and a Head of Facilities Services at Industrials. The overarching campaign will be supported by Project Assistant Alison Shine, with a track record of ensuring complex Retained Search assignments are delivered with precision and in line with agreed timelines. Alison holds a degree in English Literature and Creative Writing and uses these skills to write quality campaign content. She has worked with Matthew and Emilia on large recruitment campaigns for Cushman & Wakefield, JLL, Savills, Mitsubishi Estate, The Crown Estate, and many more.
Proposed Programme Management
A pre-agreed programme ensures that we are transparent, prepared and aligned with the client and relevant stakeholders in order to generate the strongest possible shortlist in the time needed. Below is our proposed timeline.
Key Programme Checkpoints Head of Life Sciences w/c 3rd Ocotber 2022 w/c 10th Ocotber 2022 w/c 31st October 2022 6th November 2022
Prepare JD, core competencies, selection matrix, advert and programme Commence Direct Search and Advertised Campaign MRG Screening Interviews Closing Date for Applications Lexica Candidate Shortlist 1st interviews 2nd interviews (technical) Final Interview/Offer
w/c 14th November 2022 w/c 21st November 2022 w/c 28th November 2022 w/c 5th December 2022
Programme
w/c 03.10. w/c 10.10.
w/c 17.10. w/c 24.10.
w/c 31.10.
w/c 07.11. w/c 14.11.
w/c 21.11. w/c 28.11. w/c 05.12.
Briefing Meeting, Sign Off
Direct Search Campaign
Advertising Campaign
Closing Date
MRG Interviews
Shortlist Presentation
1st Stage Interviews
2nd Stage Interviews
3rd Stage/Offer
Fees and Costs
Our fees are charged at 1/3 payable on assignment start date, 1/3 on presentation of candidate shortlist, and the final 1/3 paid on the successful candidates’ start date with you. The initial upfront fees will be based on the salary information that you have provided and adjusted to the final salary agreed.
Role
Fee Payable Upon Commencement of Assignment
Fee Payable Upon Shortlist Presentation
Fee Payable Upon Appointment
Head of Life Sciences £12,500
£12,500
£12,500
Payment Terms
Payable 14 Days
Payable 14 Days Payable 14 Days after candidate start
Extra Charges
Thomas International and Expenses Charged.
No Additional Charge for Advertising
No Additional Charge for Advertising
*based on assumed salary of £150,000
21
About MRG
We are an international recruiter of senior management professionals across real estate, facilities and development. Our success is built on our people, process and expertise. Our people have unrivalled experience, our process is rigorous and designed in-house, and we have meaningful sector expertise. We are MRG and we are different by design.
For Further Information:
mrgpeople.co.uk
The Management Recruitment Group
Different by Design People. Process. Expertise.
Recruitment Campaign Proposal
15 Bishopsgate, London, EC2N 3AR +44 203 962 9900
Page 1 Page 2-3 Page 4-5 Page 6-7 Page 8-9 Page 10-11 Page 12-13 Page 14-15 Page 16-17 Page 18-19 Page 20-21 Page 22-23 Page 24-25 Page 26Made with FlippingBook Digital Proposal Creator