DraftTAYLORWIMPEY -NF Technical Director

DraftTAYLORWIMPEY -NF Technical Director

RECRUITMENT CAMPAIGN PROPOSAL In respect of the appointment to the post of Technical Director

CONTENTS

SECTION 1 - Introduction & Campaign Summary SECTION 2 - Recruitment Team SECTION 3 - Campaign Action Plan SECTION 4 - Project Timeline SECTION 5 - Fee & Cost Schedule

INTRODUCTION & CAMPAIGN SUMMARY

Direct Search (Headhunt) strategy

This Resourcing Proposal outlines the methodology, programme and cost for the recruitment campaign leading to the appointment to the post of Technical Director at Taylor Wimpey. Campaign Summary To secure the strongest possible selection of candidates for the role we propose to undertake a comprehensive Search and Selection Campaign. This campaign will be delivered via two strategies, Direct Search and Advertised Search , which will run simultaneously. The two strategies target the whole spectrum of candidates within a candidate pool, those Active i.e. on the market, Semi- Active who are browsing and potentially tempted by a strategic post and those Inactive i.e. currently in roles with no immediate plans to move.

Target Markets (Potential sources)

Therefore the Advertised Search element of the campaign serves as an important supplement to the Direct Search element of the campaign. However, the potential cost of external advertising needs to be managed carefully.

The Direct Search element of the campaign will target a very specific pool of candidates, those inactive, i.e. in a position and not actively looking. They will be targeted by specialism, experience and location. Exceptional candidates are not always looking for new roles, and therefore need to be identified, engaged with and enticed into a career move. They will be in demand and will need to be headhunted with a career move that is not available where they are, or holds more progress and reward than their current opportunity. The advantages of Direct Search are that specific skills or backgrounds can be targeted and candidates who may not be already looking on the open market can be engaged with and may be available with some degree of exclusivity to the school.

The candidate is likely to be in a similar position with a Residential Developer within a 50 mile radius of the Abingdon office, ideally they will already be a highly experienced Director level to add weight to the existing Regional Board. Alternatively, the candidate may currently be outside of the region and seeking a move to the area. Advertised Search strategy The Advertised Search element of the campaign will target those candidates who are active and who may be inaccessible via Search (they may be between roles, overseas etc.). Given the market conditions the response levels (both in terms of quantity and quality) from this segment of the market can vary.

INTRODUCTION & CAMPAIGN SUMMARY

We will act as the point of contact for response handling and feedback to applicants with respect to all adverts posted. We believe that the best value for money comes from online campaigns and via our >Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12

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