Data Loading...
Recruitment Campaign Proposal - Taylor Wimpey - Engineering…
2 Downloads
1.33 MB
Twitter Facebook LinkedIn Copy link
RECOMMEND FLIP-BOOKS
MRGPA Recruitment Campaign
MRGPA Recruitment Campaign Advanced Technology Facilities Exclusive Project Recruitment Introduction
Taylor Wimpey - Finance Director
savings are expected and should be recognised. Look for trends in production differences, necessary
Taylor Wimpey - Commercial Director
risks. • Reconcile monthly costs reports for presentation to Board. Management and motivation of Com
Taylor Wimpey - Technical Director
BEng, Construction Management etc Key Competencies: Communicate well and collaborate Be well planned
Taylor Wimpey - Land & Planning Director
Preferred Required Required Required Required Basic knowledge of technical issues. The role involves
Taylor Wimpey - Sales & Marketing Director
purpose: • An exciting opportunity to join the Home Builder of choice. Working with the communities
University of Bristol - Registrar, Recruitment Campaign Pro…
3rds payable upon start date of the successful appointee (Stage 3). Stage 1 fees and costs are payab
Bespoke Recruitment Proposal University of Bath_ (003)
Reading) Head of Campus Operations (Moorgate) Head of Campus Operations (Bloomsbury) Deputy Director
Proposal 3130
or foodservice program that will make high quality food and beverage products available for purchase
RECRUITMENT CAMPAIGN PROPOSAL In respect of the appointment to the post of Engineering Manager
CONTENTS
SECTION 1 - Introduction & Campaign Summary SECTION 2 - Contingent V Retained SECTION 3 - Recruitment Team SECTION 4 - 4 Week Delivery Model SECTION 5 - MRG Recruitment Tools SECTION 6 - Fee & Cost Schedule SECTION 7 - Track Record
INTRODUCTION & CAMPAIGN SUMMARY
This Resourcing Proposal outlines the methodology of our 4 Week Delivery Model, the unique tools MRG use, and cost for the recruitment campaign leading to the successful appointment of a Engineering Manager at Taylor Wimpey.
Campaign Summary To secure the strongest possible selection of candidates for the role we propose to undertake a wide-ranging Search and Selection Campaign, delivered through a comprehensive Headhunt, supported by a targeted Advertising campaign . This will target the whole spectrum of candidates within the talent pool, from those on the market or who are browsing opportunities, to truly passive candidates who are happy in their role, well looked after, and not currently considering a move
Target Markets Exceptional candidates are rarely looking for new roles, and therefore need to be headhunted:- identified, engaged with, and tempted into a career move to your company. The Direct Search element of the campaign will target a very specific pool of candidates identified by specialism, experience and location. The candidate is likely to be in a senior position with a Residential Developer within a 35-mile radius of either the Cannock or Warwick office, ideally they will already be an experienced Manager used to leading a small team. Alternatively, the candidate may currently be outside of the region and seeking a move to the area.
CONTINGENT V RETAINED RECRUITMENT
CONTINGENT RECRUITMENT Recruiters Time = Having to work on multiple roles
When should you retain?
ü Is this role important to your business?
• Favours easy to fill roles and ‘quick wins’ • First-past-the-post approach means limited search of job boards, >Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15
Made with FlippingBook - Online Brochure Maker