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Presentation to the Student Loans Company for the role of HR Recruitment Consultant 27th August 2013


Aims Market

Approach and timescales

Example process Key points


Establish streamlined and unobtrusive recruitment process

Inject urgency, focus and expertise Monitor and minimise agency spend

Advise and guide hiring managers


Internal vs external market Knowledge and understanding

Advertising / Search


Month 1 Gain full understanding company culture, roles, management structure / styles, authorisation, chain of command etc Establish where things are with recruitment... existing legacy vacancies, current lead times, trends, sustainability, agency use and spend Begin reducing agency spend by filling perms internally 1-2-1 with all hiring managers (request Belbins, management styles)


First quarter Have developed and signed off new recruitment process (HR / legal) Developed social media presence (IT / marketing) Have greatly reduced agency spend (finance, HR) Hold database of existing staff skills and experience, motivations information gathered by linking in, and open surgeries Strong working relationships with hiring managers and staff


Hiring manager identifies need, and gains authorisation Authorisation and specific requirements discussed in person with recruitment team who provide expected timescales Cost-free resourcing initiated Linkedin, social media, staff referrals, previous applicants Position advertised if necessary requesting cover letter as absolute requirement. Closing date 1 week from posting If internal, then expressions of interest entered (500 words detailing suitability against certain traits or values) Response handled continually all acknowledged Telephone pre-screen carried out within 2 days of closing. (Max 4 per 1st interview) First interviews within 1 week of closing (max 6 for 1 post) Hiring manager limited to 2 options Second and final interview plus presentation (including hiring manager) within 2 weeks of closing Politely decline all unsuccessful by telephone

Hire the best IN the market, not the best ON the market Purely because an applicant is available immediately for an urgent vacancy, does not mean they are the best hire
Plan, dont react If we can anticipate and address attrition trends, or effectively forecast peaks in recruitment, then any recruitment will be better planned and less reactive.