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– defining recruitment
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McDiarmid Whitmore – defining recruitment
With a management team with over 20 years’ experience providing recruitment, consultancy, training and advisory
services to the facilities management, property and built environment sectors, McDiarmid Whitmore are in a unique
position to leverage existing relationships and deliver the very best resourcing solutions to our clients.
Working in partnership we provide a consultative service to determine our clients requirements, enabling them to
identify peerless individuals that will drive their organisation forward.
McDiarmid Whitmore’s recruitment model is built upon a 4 stage principle:
1.Define
2.Source
3.Refine
4.Commence
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1 Define
A thorough consultation period prior to commencement of the search
campaign ensures that we identify and target the candidates best suited to
your requirements, representing only those with the ability to innovate and
drive your organisation forward.
• In depth meeting to understand the brief
• Understand the motivation and objectives of the
recruitment process
• Identify targets
• Agree communication timeline
• Consultatively develop job and person specification
• Determine job specific search strategy
• Agree assignment timescales
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2 Source
We use a variety of resourcing techniques to identify the highest calibre of
candidates in the FM, property and built environment sectors. We work
hard to understand the motivation, ambition and aspirations of those that
we represent which means that we source professionals committed to
looking for new opportunities to further their careers rather than those
dipping a toe in to the water to assess the market.
•
Approach established network for leads and referrals
•
Strategic advertising campaign on agreed websites and social media
•
Account Manager to host and attend relevant networking events
•
Pre-screen ‘long list’ of applicants to establish their motivation,
aspiration and vision
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3 Refine
We want the search campaign to have as little impact upon your time
as possible. To make sure of this we take the time to refine the search
prior to presenting a shortlist of applicants. There will be no surprises
during the interview process, ensuring a swift and efficient recruitment
campaign.
• Account Manager will meet and interview ‘long list’ based on criteria
defined in consultation period
• Take informal references where possible
• Establish salary and package expectations – no surprises
• Identify shortlist
• Psychometric tests
• Assessment of technical competence where relevant
• Present shortlist and candidate reports
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4 Commence
Using our vast experience of salary and package negotiation we work with
you to ensure successful completion of the search campaign. Our work isn’t
finished there though. Where relevant we commit to ‘upskilling’ each candidate
we place with health and safety or environmental management training
accredited by IOSH or IEMA. We do this because we know that it helps reduce
churn, enables your staff to align themselves closely with the organisations’ CSR
policies but perhaps most importantly allows you to demonstrate a uniform
level of competence in terms of compliance to your clients. Additionally where
required we will carry out any associated public relations work related to the
appointment. This leaves you the time to concentrate on your core business
requirements.
• Client interviews
• Constructive feedback to candidates maintaining excellent public relations
for the client
• Offer and package negotiation
• Agree commencement dates
• Press release to pre agreed media
• Client satisfaction survey
• Accredited health and safety or environmental management training
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To arrange a consultation contact
Neil or Ben directly on:
07557 037 791 | 07766 684 614
[email protected]
[email protected]