RENDALL & RITTNER TALENT ACQUISITION
DISCOVER THE POWER OF RECRUITMENT WITH US
OVERVIEW ANALYSIS
APPROACH
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Hiring top talent, for the most innovative Property Management companies nationwide
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RENDALL & RITTNER TALENT ACQUISITION
OVERVIEW
Rendall & Rittner’s Talent Acquisition Team are dedicated to sourcing top talent. With a wealth of experience in the leasehold sector, as well as across service-focused and technical industries, our talent acquisition team excels in headhunting and employs a diverse array of methods, tools, and platforms to identify the most qualified candidates for each role. We understand that recruiting top talent demands time, specialised skills, and significant investment. Our team conducts meticulous screening and shortlisting to ensure that we present the very best candidates to Hiring Managers and Clients, aligning perfectly with their specific needs.
Additionally, we place a strong emphasis on legal compliance throughout the recruitment process. This includes a commitment to non-discrimination and GDPR compliance to protect the handling of personal data. Our talent team also diligently verifies the right-to-work documentation of candidates before extending any offers.
To further support our Hiring Managers and clients, our talent team provides comprehensive documents and coaching, ensuring that our processes remain consistent and fully compliant with all legal requirements. We are committed to not only finding top talent but doing so in a manner that prioritises legal adherence and client satisfaction.
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RENDALL & RITTNER TALENT ACQUISITION
MANCHESTER LONDON
SHEFFIELD
MIDLANDS
HOME COUNTIES
SOUTH WEST
Due to substantial demand, we have strategically established offices in London, Manchester, Sheffield, and Bournemouth. These key locations serve as hubs from which we recruit property professionals specialising in all facets of leasehold management across the entire country. Our geographically diverse team is excellently positioned to meet the diverse needs of our clients throughout the nation.
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RENDALL & RITTNER TALENT ACQUISITION
OUR PROCESS - OVERVIEW
What is the recruitment process for a hiring Manager? How do we go from having a vacant position to onboarding a successful applicant?
Step 1 – Raise an ‘New Vacancy’ Step 2 – ‘New Vacancy’ goes through the sign off process. Step 3 – Once your ‘New Vacancy’ is signed off a member of the Talent team will be notified. and contact the Hiring Manager to take a vacancy brief. Step 4 – Your vacancy is advertised internally and externally. Step 5 – Applications are screened by the Talent Team and submitted to the hiring manager for review. Step 6 – Interviews are scheduled for the shortlisted candidates by the Talent team. Step 7 – Interviews are conducted by hiring manager. Step 8 – Offer of employment made to successful applicant and constructive feedback given to unsuccessful candidates. Step 9 – Offer accepted and data sent to HR Admin to issue contracts and begin Onboarding. Step 10 – Successful applicant begins Onboarding.
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COMPREHENSIVE – IN HOW WE UNDERSTAND YOUR REQUIREMENTS RENDALL & RITTNER TALENT ACQUISITION A job description is a written explanation that outlines the essential responsibilities and requirements for a vacant position. However, what they do not contain is information that candidates will often ask, such as: What is the size of the portfolio? Where are the developments based? How many people are in the team I will be working in? What is the culture like in the team/on the development? What career progression will this role give me in the short and long term?
These are a few examples, and there are many more that could be added to the list.
When we undertake a briefing with a Hiring Manager, we have the opportunity to ask all of the questions that we anticipate the candidates are likely to ask.
The briefing also gives us an insight into the personality of the Hiring Manager, their dynamism, their key objectives, their business aims, their place in the wider hierarchy – things that just don’t (or even, can’t) make it onto job descriptions. Following a briefing call, we can distil what the key must-haves from the role description are, and where compromises can be made. We have a good feeling for the culture and ethos of the business area and, more importantly, we will be very well placed to go to the marketplace to find you the best candidates. Ultimately, we are sought to source and place well matched candidates. Deploying a strategy focused on a detailed role briefing will be the biggest differentiator in ensuring this occurs – and will allow us to fulfil our true potential as your partner in recruitment.
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RENDALL & RITTNER TALENT ACQUISITION
Sourcing, identifying, attracting, screening, and shortlisting the right candidates demands a specialised skill set, and our talent acquisition team excels in these activities using dedicated systems and external platforms as needed. RESOURCEFUL – IN HOW WE SOURCE CANDIDATES
Sourcing: To swiftly pinpoint and engage with the top talent in the market, whether they are currently active or passive job seekers, we employ various methods:
Market Mapping: We use a variety of methods to identify potential candidates who might not be actively seeking employment. Our tailored approaches yield desired results.
Industry Events and Seminars: Attending industry events and seminars is essential for building relationships. It allows us to directly headhunt candidates, particularly those who are challenging to contact.
Talent Pooling: Our internal database serves as a valuable source of candidate generation, as it contains details of individuals actively seeking employment.
Referrals: Leveraging referrals is a powerful recruitment strategy. It not only attracts high-quality candidates but also leads to quicker hiring, better retention rates, increased diversity and inclusion, and improved employee engagement and satisfaction.
Job Boards: These are effective for attracting candidates actively seeking positions, both from within the industry and from other sectors with transferable skills.
Social Media: We utilise social media platforms not only for candidate sourcing but also as a marketing tool to build brand recognition, share industry news, awards, and promote Corporate Social Responsibility Initiatives.
RENDALL & RITTNER TALENT ACQUISITION
RESOURCEFUL – IN HOW WE ATTRACT CANDIDATES
Attracting: Setting ourselves apart from the competition and drawing in experienced, personable, professional, educated, and qualified candidates at all levels requires a multi-faceted approach: Online Reviews: Reviews play a pivotal role in talent attraction. Job seekers often investigate online reviews before applying. Encouraging and incorporating reviews from clients and employees into our daily processes enhances our attractiveness. Job Adverts: Our job advertisements are designed to be informative, attractive, and transparent. Each posting provides comprehensive details, outlining job responsibilities, desired attributes, required experience, and emphasises the benefits of the position. Employee Value Proposition: Demonstrating a strong Employee Value Proposition (EVP) can be a significant driver for attracting applicants. Offering growth opportunities and benefits that support work-life balance can set us apart from the competition, making our organisations more appealing to potential candidates.
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We facilitate a comprehensive interview and selection process that incorporates a diverse range of methods, including competency-based interviews, presentations, role-specific questioning, team and client meetings, and testing. The inclusion of testing in our interview process enhances the overall selection process, providing several benefits to hiring managers: ANALYTICAL – IN OUR APPROACH TO CANDIDATE ASSESSMENT AND ANALYSIS RENDALL & RITTNER TALENT ACQUISITION
Time Saving: Testing helps in efficiently identifying candidates who align with the role's requirements. This allows hiring managers to save time by eliminating candidates who do not meet the criteria, sparing them hours of interviewing unsuitable applicants.
Objective Decision-Making: Testing ensures that all applicants are evaluated on an equal and unbiased basis, providing an opportunity for individuals from various backgrounds to showcase their abilities. This objective approach helps in selecting the best talent without biases.
Cost-Effective Selection: Testing aids in identifying specific abilities crucial for the role, such as time management, attention to detail, critical thinking, email skills, and problem-solving. This data-driven approach reduces uncertainty and minimises the risk of costly mis-hires.
Verification of Skills: Testing plays a vital role in confirming the skill sets listed on candidates' CVs. It's a fact that CVs can sometimes be embellished, and verbal claims may not always translate into practical proficiency. Testing validates the skills detailed by candidates.
Exclusive Candidate Experience: Testing offers applicants a more exclusive perspective on the hiring process. Knowing that all employees meet high-quality standards differentiates our organisation from competitors, portraying us as an exclusive and selective organisation that values top-tier talent.
By incorporating testing into our interview process, we not only improve the efficiency and objectivity of our hiring decisions but also enhance our organisation's reputation as a discerning and exclusive employer in the market.
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DIVERSE AND INCLUSIVE – IN OUR APPROACH TO RECRUITMENT RENDALL & RITTNER TALENT ACQUISITION
Diversity and inclusion have become prominent and essential topics in the 21st century, with more companies recognising their role in promoting equality within society. Our organisation is no exception.
Instead of waiting passively for a diverse candidate pool to come to us, we have taken proactive steps to connect with specialist groups. These efforts enable us to actively source and attract talent from underrepresented communities, including LGBTQ+, Gender Natural, Ethnicity, Disability, Over Fifties, and Neurodiverse individuals. In addition to our engagement with specialist groups, we prioritise Equal Opportunities reporting. This reporting is seamlessly conducted through our Applicant Tracking System (ATS), allowing us to monitor and report on the gender, age, and ethnicity of all our applicants. This data-driven approach helps us ensure fairness and transparency in our hiring practices. Furthermore, we collaborate with various council-funded and charity organisations dedicated to assisting individuals in re-entering the workforce. We are committed to expanding this initiative and establishing partnerships with organisations in every borough and city where we source talent for local developments. Our aim is to make a meaningful contribution and give back to the local communities we serve. By actively engaging with underrepresented groups, promoting equal opportunities, and supporting local communities, we are committed to fostering a diverse and inclusive workplace and making a positive impact on society.
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YOUR DEDICATED TEAM RENDALL & RITTNER TALENT ACQUISITION
BENJAMIN BRAZIL
HEAD OF TALENT ACQUISITION
Benjamin brings over 8 years of experience in property management sector recruitment. He has established a remarkable track record, consistently delivering intricate and precisely targeted recruitment campaigns.
EMMA WADDING
RECRUITMENT MANAGER
Emma has over 20 years recruitment experience across a variety of sectors, spending the last 4 years specialising within Property Management. In Emma’s position as Recruitment Manager she oversees a team of Recruitment Specialists,
ARABELLA WILTSHIRE
RECRUITMENT MANAGER
Arabella manages our junior onsite recruitment team as well as recruiting for Concierge and Senior/Head Concierge herself. Arabella started her professional career with 6 years in Estate Agency before moving into recruitment
JULIE TAYLOR
RECRUITMENT SPECIALIST
Recruitment has driven Julie for the last 20 years! Julie has worked within both agency and internal recruitment, specialising in recruiting office and property management professionals.
EMMA JACKSON
RECRUITMENT SPECIALIST
Emma has over 9 years recruitment experience within the housing, construction and property management sectors, managing recruitment from early years to experienced hires and senior posts.
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YOUR DEDICATED TEAM RENDALL & RITTNER TALENT ACQUISITION
ISA GAYNOR
RECRUITMENT SPECIALIST
Isa has over 10 years’ experience recruiting within the property management sector. She enjoys speaking with candidates, hiring managers and building long term relationships.
LAURENCE JARVIS
RECRUITMENT SPECIALIST
Laurence has over 11 years of experience recruiting into the property sector making him one of the most experienced property recruiters in the industry. Laurence specialises in the recruitment of Concierge.
CAITLIN HARRISON
RECRUITMENT SPECIALIST
Caitlin has been specialising in the residential property market since 2021.. Caitlin recruits nationwide for junior onsite roles which include Security, Handypersons and Doorpersons.
SABA KHALID
RECRUITMENT SPECIALIST
Saba is an experienced recruitment specialist with a core property management background having joined the sector in 2015. Saba is comprehensive in her approach and is responsible for recruiting senior onsite staff.
REBECCA WADDING
RECRUITMENT SPECIALIST
Rebecca is a Recruitment Specialist with 15 years experience across multiple sectors which include; Property & Maintenance, Logistics & Distribution and Accountancy & Finance.
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RENDALL & RITTNER TALENT ACQUISITION
FEES AND COSTS – DELIVERING QUALITY AND SUSTAINABILITY TO MEET CUSTOMER REQUIREMENTS
While typical recruitment agencies in the Property Management market charge fees ranging from 15% to 20% of the base salary offered, Odevo's Talent Acquisition Team is committed to offering competitive rates that ensure a substantial return on investment for those seeking top talent. For roles filled by our Talent Acquisition Team through external sourcing, we charge a fee of 13% of the base salary offered. We further tailor our fees for internal transfers within Rendall & Rittner based on the initiation of the interview process: 'Client' Transfer (Working for the same client): 0% 'Succession' Transfer (Employee identified by the Hiring Manager for 'Succession' or 'Promotion'): 3% 'Recruitment' Transfer (Employee makes a direct application, and recruitment manages the process): 8% 'Hiring Manager' Transfer (Hiring Manager identifies the employee and manages the recruitment): 0% Similar to external recruitment agencies, we also provide a rebate in the event of an individual's resignation or inadequacy for the position. A typical rebate period offered by a recruitment agency is between 4 - 12 weeks, Our rebate period extends up to 16 weeks, offering a sliding scale based on the duration:
Up to 4 weeks: 100% 4 to 8 weeks: 75% 8 to 12 weeks: 50% 12 to 16 weeks: 25% 16+ weeks: 0%
We are dedicated to offering competitive pricing, ensuring that the benefits of using our Talent Acquisition Team clearly outweigh the costs, ultimately providing our clients with an exceptional return on their investment in finding the best talent.
CONTACT US
Our Talent Acquisition Team is at your service from Monday to Friday, between 08:30 and 17:30. We are readily available to address your recruitment needs and are more than willing to provide insights on benchmarking, staff retention strategies, as well as interview and selection best practices. Additionally, we can offer guidance on Recruitment Best Practices and discuss various training methods to further support your hiring and talent development initiatives. Please feel free to reach out to us; we're here to assist you.
RENDALLANDRITTNER.CO.UK
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