Impact Appointments – Australasia & Oceania – Permanent Recruitment, Employment Services & Human Resources

CASE STUDY

PJ Betteridge

Director, Haynes & Smith Essex

Haynes & Smith were seeking an estimator within their construction business at the end of 2008 and came to Impact Appointments. One of our industry specialists obtained a very thorough brief from the client, and developed an in-depth sense of the culture and expectations of the company.

With constant liaison and close client management, about 65,000 active candidates from 15 countries were vetted down to some 150 top people that fit the employer brief specifically. These 150 people were telephone interviewed against a points system to ensure we located the best fit for the job. After that, some 15 interviews were conducted in person, reference checked, and aptitude tested to ensure the credentials as stated stacked up implicitly.

"We have been dealing with Impact for two months and are extremely impressed by their quick, efficient and effective approach. The recruitment process was impressively speedy and the candidate was of high quality and eminently suited for the position.

We are more than satisfied with the service and I am glad to report that our initial candidate is to join the business in the New Year. Our sincere thanks to all your staff…to fulfil our future recruitment needs."

Impact Appointments is fast becoming one of the world's most successful end-to-end service providers for permanent recruitment as well as human resources solutions now specialising in the following key sectors:

Finance, Legal & Insurance
Construction, Property & Manufacturing
Natural Resources, Logistics & Utilities
Health, Leisure & Education
Media, Technology & Communications
Public Sector, Regulatory & Industry Associations
Retailing, Services & Administration

Impact Appointments continues to receive overwhelming demand from our loyal database of tens of thousands of qualified employment candidates in your specialised marketplace. We strongly believe the employer marketplace is rapidly shifting away from a sole reliance on broadly aggregated recruitment companies that do not understand your specific requirements.

As such, we are now very eager to propose an end-to-end service proposition to manage the recruitment of permanent personnel to fulfil the very important needs of your specific industry. Please find below some key points about us:

Impact Appointments is one of the most respected and trusted names in an otherwise complicated employment climate. We have been operating for over 35 years in global territories from Asia to Oceania and rapidly expanding our reach across the UK and Europe. We are frequently endorsed and members of industry associations as an exclusive partner to search and place talented personnel due to the fact the people that work for Impact are generally FROM the very industries they place people in. We all know employment is the key resource for business these days, however, employing people is riddled with risk. Impact turns this risk into reward.

Impact Appointments operates one of the world's largest, most agile and scalable specialist candidate search and discovery facilities that utilises detailed information acquired from over 65,000 of the world's most flexible, professional and qualified personnel in your sector. We then use very intelligent technology as well as manual vetting by specialists in their field to discover the perfect person to step up and fill fixed period vacancies in your business. This keeps your sales rates steady with minimal downtime.

Using an agency is second only to local press advertising as the most frequently used method of attracting permanent staff.

When deciding which method to use, various criteria need to be considered:

Speed
Cost
Quality
Certainty of results
Warranty
Time saved
Local knowledge
Advice

Recruitment agencies offer a reliable combination of all these criteria. For instance, whereas an advertisement may lose you a week or even a month's lead-time, a good recruitment agency will usually be sourcing candidates the same day you brief them. An agency will work with you until your post is filled, unlike the advertising medium, which stops working for you once the advertisement has appeared.

The savings in time are self-evident. If you brief a competent recruitment agency properly and make it clear that they have the discretion to filter for you, you can avoid hours, perhaps days of wasted time. Many agencies test skills to ensure they are sending candidates who meet your criteria - again saving you valuable time.

Another benefit offered by agencies is that they will often offer a refund (or rerun of advertisement) in the unlikely event the successful candidate falls short. Many agencies also apply a rebate if the person leaves within a specified timescale and provided payment is made promptly.

Agencies with industry approved credentials means that they are committed to obtaining detailed information about your requirements and adopting proper selection procedures. Their commitment to equal opportunities and diversity in the workplace means they can access a wide range of suitable candidates.

The Process

Contact the selected agency to brief them on the role and talk through the recruitment process and the agency's involvement (e.g. with regard to checking references, eligibility to work etc.).The recruitment agency will use the information you provide to put together a job description and person specification to ensure they are looking for the right skills, experience and competencies.

The recruitment agency will source suitable candidates and submit their CVs for your assessment. Review the CVs and feedback to the agency before selecting candidates required for interview. The agency will arrange the interview process in conjunction with you and issue briefings to candidates.

Feed back to the agency after the interviews. All feedback is valuable and if the candidates do not meet your requirements the agency may need to review the brief. Where instructed, the agency will make a job offer to the successful candidate and pass on their contact details. Follow up with a formal offer letter.

If this forms part of their terms, the agency will check references for you. However, it's recommended you always do your own checks too. Organise an effective induction for your new employee.

Successful Induction

Good induction procedures help to motivate people, reduce staff turnover and reduce disputes. Getting it right permits a new employee to be effective promptly. Good induction pays for itself at all levels and is a vital part of building reputation and goodwill. Use this checklist as a base for your own company's induction programme.

Before acceptance

Most job offers are subject to satisfactory references. This is not a formality. Reference-checking, preferably by phone or in writing, can give you an insight into a new employee's merits, which can be used constructively later. Make sure references are checked as a matter of course.

Ensure that company's personnel professionals approve the offer letter before it is sent to the candidate. If the offer letter includes all the details required by law - you may not need to issue a contract of employment or other paperwork at a later date. Issue the candidate with two copies of the offer letter. Make sure one of the copies is signed and returned by the candidate. This avoids later misunderstanding.

Acceptance of offer

The acceptance is not the end of the recruitment process - you now have to convert the candidates into successful employees. A post-acceptance letter is designed to tidy up loose ends, and make the new employee feel wanted. Review your standard example and ask:

Is it warm and friendly - does it say you look forward to their arrival?
Does it say when, where and how they should start work?
Do the starting dates chosen allow enough time to ensure the employee is welcomed, briefed housed and utilised effectively?
Does it encourage them to confirm holiday dates, particularly if you have promised to honour them?
Does it invite contact before joining?
Does it confirm other things they were promised at interview (e.g. special equipment, organisation changes, car, order, secretarial support, etc.)?
Does it enclose organisation charts or list names of key people so the candidate does not have to memorise them all on the first day?

Before arrival

Have you told everyone who needs to know (including payroll) when the employee is starting?
Is a desk clean, ready and equipped with a telephone and PC?
Is someone briefed as first day escort?
Is there time in key contacts' diaries for a brief meeting?
Has essential training been planned (including IT systems)?

First day

Is someone briefed to act as guide and mentor? The brief should include:

Rules
Prohibitions
Safety precautions
People to meet
How to claim expenses
Corporate objectives
Personal objectives
Location of refreshments
Where work comes from
Where work goes to
Hours of work
Appraisal procedures

Think about confirming the brief in writing - for example in an induction booklet or handout - people cannot absorb it all!

One week

After one week, take the time to talk about first impressions. This is valuable because it makes employees feel wanted, and helps to correct false impressions and misunderstanding.

One month

Check again that you have implemented everything promised before joining - or explained delays. Has someone during the month explained how your performance appraisal system works and the criteria by which the new employee will be assessed?

End of probationary period

Do not let it pass unnoticed. Take the trouble to reassure, encourage and redirect employees at this stage otherwise they may assume incorrectly that their performance is perfect - or that their jobs are in jeopardy.

Have you fulfilled your promises to them?
Have you discussed past performance - constructively?
Have you discussed future prospects?

How does Executive Recruitment and Headhunting differ from other forms of recruitment?

When articles appear in the media announcing the new appointment of a senior business figure, the chances are the move involved a Headhunter. Most major organisations utilise the services of an Executive Recruiter or Headhunter but very few people really understand what this involves. Executive recruitment is the recruitment of senior and specialist personnel for any business. There is considerable mystique surrounding Executive Recruitment. Many Executive recruiters use names such as Executive Search or Executive Selection or both. Generically, they tend to be called Headhunters although this can be a much-misunderstood term.

Why use a Headhunter?

When considering the use of an Executive Recruiter or Headhunter, it is worth asking the following questions:

o Is this a senior or specialist appointment?

o Do I need to secure the best available candidate?

If both can be answered "Yes" then you need to speak to an Executive Recruitment specialist. Nowadays there is increasing emphasis on results. In a perfect world, a company will have good succession planning in place ensuring executive gaps will be filled by individuals within the company who have already been groomed for the role. However, most firms experience occasions where this option is not available to them or they simply do not know whether their internal candidate is the best available, so they may choose to benchmark the vacancy. In either of these circumstances it may be appropriate to instruct an Executive Recruiter.

Major Types of Executive Recruitment

Executive Recruitment utilises a number of different methods depending on the target market.

Executive Search (Headhunting)

This is a research-driven approach to finding the right candidate. It works best if the targeted individual works within a defined market place or group of companies. Following a detailed briefing with the client, researchers study the market to create a target list of organisations, proceeding to identify individuals and then approach them to confirm suitability and establish the level of interest. Those short listed will then be interviewed by a suitably experienced consultant who will then supply the client with a short list of individuals who meet the client specification. This method ensures the client can interview candidates in the knowledge that these are the best available.

Benefits

A targeted approach, which works well when the target market can be easily defined
The best way of reaching all candidates in a market.
The only way of reaching candidates who are not currently seeking a move.
Candidates are interviewed and screened according to the candidate brief.
Produces a short list of the best candidates within the target market willing to consider a move.
Highly confidential, as only candidates interviewed by the Executive Recruiter are made aware of the vacancy.

Executive Selection (Advertising)

This is an advertising approach. By using appropriate media and clever wording, an Executive Selection assignment can attract passive job seekers who browse the job vacancies. It will also attract those active job seekers currently seeking a new position. This approach is particularly successful if it is unclear where to source the right individual because the target market is wide in geographical or industrial terms. The Executive Recruitment Consultancy adds value by handling all responses and screening applicants through a series of interviews and other candidate selection methods. Using the employer's brand may increase or decrease the level of response. Unbranded advertising will also be used if the vacancy is confidential.

Retaining a Consultancy

All the methods utilised involve considerable cost to the Executive Recruiter. As a result, Executive Recruiters will normally request to be retained exclusively by a client. This means making a prepayment, which covers the consultancy's expenses. Typically a fee is charged in three parts:

1/3 on instruction

1/3 on production of an acceptable short list

The balance on offer, acceptance and resignation of the individual.

All advertising costs are passed on to the client. Other incidental expenses are also chargeable. The benefits of retaining a Consultancy are extensive. It ensures that the recruiter is working effectively, in partnership with the client to ensure the best possible solution. Retained clients also benefit from off-limits agreements and candidate exclusivity.

Exclusive Candidates

The nature of a retained agreement is that all short listed candidates are exclusive to that client. You can be assured that the Executive Recruiter is not currently introducing your candidates to any other company. While this does not guarantee that candidates are not interviewing elsewhere through other Recruiters, it does ensure that the retained Headhunter is working solely in your interests to help you secure the candidate of your choice.

Managing the Offer Process

This is one of the most complex parts of executive recruitment. The candidate you require is likely to be in high demand and will know his or her true worth. The headhunter's expertise can be invaluable at this stage in facilitating the offer process and acting as intermediary. By retaining a reputable Executive Recruiter you can be

sure you are giving your company the best chance of securing the best person for the role.

Retained v Contingent

Occasionally a recruiter may offer to work on a contingent basis - i.e. payment on success only. This is not usually a good idea from either party's point of view. If a recruitment consultancy's costs are not being covered it is hard to see how it can dedicate the time and expense required to offer the full service. Also, non-retained clients will not benefit from the legal protections offered by a retained arrangement such as candidate exclusivity.