Recruitment Case Study
Executive Recruitment
Client | Public Sector Service Provider |
Location | South of England |
Role | Head of Development |
Project Purpose | Identify and appoint a suitable candidate into a key post |
Key Challenges | Sourcing candidates with experience of the sector. |
Background
Working closely with Government agencies and numerous commercial enterprises, the client is a rapidly developing organisation engaged in the design, management and implementation of high quality, public service contracts.
Sterling’s brief was:
• To design and execute a search and advertised recruitment campaign to identify a high calibre candidate who could operate in both the public and the private sectors, also able to balance a wide range of business objectives whilst delivering demonstrable financial and operational benefits in a rapidly growing company. The company was seeking an individual with gravitas, business acumen, excellent communication skills and the ability to operate and influence at Board and senior levels.
• To sensitively and professionally manage a focused search campaign alongside the Sunday Times advertisement.
• To provide advice on the design and delivery of a bespoke assessment centre for the post
• To ensure the campaign was completed within a short timescale.
Solution
• A briefing and planning meeting was held between the client (Managing Director) and Sterling to agree the selection processes, timetable and key actions.
• Initial work involved the preparation of the Job Description and collation of company information, brochures etc.
• The next step was to commence the search campaign and preparation of the Sunday Times advertisement.
• Response personally screened by Sterling
• Successful candidates invited to an initial meeting with Sterling – an intensive 90 minute interview.
• A shortlist of candidates was drawn up and presented to the client.
• All unsuccessful candidates advised and provided with verbal feedback by Sterling.
• Sterling designed the assessment centre, which included a panel interview, presentation task and a range of psychometrics tools.
• The shortlist consisted of four candidates – all invited to attend the assessment centre.
• Prior to the assessment centre the interview panel received comprehensive information on each candidate, including an overview of the psychometric results from Sterling.
Outcomes
• The assessment panel made its decision on the day. Sterling made the formal offer to the successful candidate on the following day.
• All unsuccessful candidates were contacted personally by Sterling and informed of the outcome. Individual feedback was provided on each element of the assessment process.