Bespoke Client Services: Empowering Your Company's Growth
You tell me why a candidate should resign to join you…let me do the rest.
The process
I begin with a detailed briefing from the company owner or line manager. This crucial step lays the foundation for a successful search, minimizing potential issues down the line.
Background and Wish List: I ask about the incumbent's background or your wish list for a new position, based on your top-performing employees' profiles. This composite profile aids in candidate screening.
Compensation Standards: We discuss industry compensation standards and competitors' profiles. I provide insights into the "going rate" and guide you toward further information on salaries and benefits.
Job 'White Papers': I compile 'white papers' for each job you brief me on, which are emailed to you for approval. These documents guide the search process.
Interview Availability: I ask about your availability to interview candidates.
Project Team Briefing: My project team is briefed on the assignment and begins researching the marketplace using our network, advanced AI, and other tools.
Marketplace Research: Companies employing candidates with desirable skill sets are identified and approached, subject to your approval.
Candidate Shortlisting: My team shortlists candidates, and I interview them to ascertain their suitability, willingness to change jobs, and essential criteria alignment.
Persistent Approach: Each candidate is approached 7-12 times over 3 weeks using various methods and styles.
Weekly Reports: You receive weekly reports detailing target candidates, current employers, and job titles. The reports can be customized to show desired information.
In-depth Interviews: The best candidates undergo in-depth interviews, typically lasting at least 30 minutes each.
Face-to-Face Interviews: If desired, face-to-face interviews or video teleconferencing are conducted for qualified candidates.
CV Submission: The CVs of the top 2-3 candidates are submitted with my commentary, highlighting relevant points and any concerns.
Client Feedback: You provide feedback, and the first round of interviews takes place.
Candidate Preparation: Candidates are prepared for the first interview, outlining the company's interests.
Client Preparation: You are prepared for the first interview, outlining the candidate's particular interests.
Debriefing: Both the candidate and client are debriefed after the interview. Any candidate not pursued further is professionally released from the process.
Reference Details: If you wish to carry out referencing, referee details will be provided.
Second Interviews: Second interviews are arranged, and any concerns are addressed.
Salary Negotiation: Salary and package are negotiated and offered, ensuring satisfaction for both parties.
Verification Checks: If ordered, P60, educational, credit history, motor vehicle records, drug testing, and other checks are verified.
Resignation Consultation: I consult with the candidate about resignation and any counter-offer received.
Start Date Confirmation: The start date is confirmed in writing by both the client and candidate.
Post-Placement Contact: I remain in contact with the candidate and client through the start date and initial phase of employment, providing weekly updates.
Post-Placement Analysis: On request, a post-placement analysis is provided, verifying that the assignment was completed to your satisfaction and suggesting how the process could be improved. Finally, I request a LinkedIn recommendation and Google review from the client.
Every day, I engage with clients who are seeking to expand their teams in the construction engineering design and construction management. A common concern is the potential loss of business due to a shortage of engineers. Many are frustrated, having exhausted their contact lists and lacking the time or inclination to undertake the recruitment process themselves.
As a leading headhunter in engineering recruitment, I have a proven track record of identifying the best available candidates for construction engineering design consultancies, in-house design teams, and project management consultancies. With an exceptional support team and the latest recruitment technology at our disposal, we have all the necessary components to provide a tailored service that delivers results.
I maintain a robust network of engineers with in-demand skills who rely on me to keep them informed about exciting job opportunities in the UK and the Middle East.
In addition to recruitment, I also offer business sales consultancy services. I can inform you about consultancy owners looking to sell, providing an opportunity for rapid expansion through the acquisition of an entire design team.
Many clients come to me after months, sometimes years, of unsuccessful attempts to fill their vacancies using traditional recruitment methods.
Imagine the growth your company could achieve if I recruited the talent you need to elevate your business to the next level.
Read on to discover how my headhunting approach could transform your recruitment strategy...