A Day in The Life of our Consultancy Division – The Future Cities Case Study
Phase 2 – Planning the Assessment Day
This second in a series of blog case studies looks at a real-time timeline of the work carried out by our Consultancy division. These articles follow the weekly activities of our Lead Consultant, Stuart White, as he tackles a major recruitment project for a world-changing future cities initiative.
You can read about Phase 1 here: Creating the Recruitment Roadmap
The Importance of a Good Candidate Experience
“After securing some early wins with some difficult to find new recruits, we’ve now put the fundamental roadmap into place and I’m now focused on ramping up on those numbers and teaching the client the importance of a good candidate experience.
We now have an ongoing campaign to recruit 20 people including the key role of CTO. My client is looking for niche and expensive skills typically found in the London area rather than here on the south west coast of the UK. The CTO position is no ordinary, off the shelf C-level position either; it has a twist.
The big challenge in a project like this is to convince highly skilled people with front desk training within hedge funds to leave for a lower salary (compared to London) in a fairly remote area of the country for something that hasn’t been proved yet. However, I have experience doing exactly that and I’m already making good progress.
Building the Assessment Day
In this week’s meeting, we’ve been looking at more CVs and I’ve been guiding my client on how to build an assessment day for 6 key hires. Two groups will be attending in the morning and afternoon sessions which will consist of interviews and presentations (with the new and improved brief I created for them in phase one) that will require the candidates to analyse data, come up with solutions and present their conclusions for 15 minutes to all candidates and interviewers.
As we will be inviting mostly passive candidates (in other words, people who are currently in work), it is essential we really use the opportunity to sell the dream to these guys. Candidates will be coming from all over Europe and London so I’ve given the client a high level structure of how the day should unfold. I’ll be coordinating on the ground to ensure all goes smoothly.
Creating an excellent candidate experience is vital at this stage, regardless of the level or position we’re recruiting for, or whether the candidates are successful or not. Graduates will receive the same high standard of treatment as CTOs and they will all leave feeling excited about the product and the brand.”
Read about the assessment day in our next blog: Selling the Dream