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RECRUITMENT METHODOLOGY - SCHOOLS SPECIALISMS: BURSARY, ESTATES AND FACILITIES, MARKETING & ADMISSIONS AND HR
CONTENTS
INTRODUCTION. .................................................................. 3
MRG PROCESS. ................................................................... 4-5
CASE STUDY – INSPIRED LEARNING GROUP...................... 6
CASE STUDY – SHERBORNE SCHOOL................................. 7
CASE STUDY - ST JAMES’ SCHOOL .................................... 8
CLIENTS ................................................................................ 10-11
THE TEAM.............................................................................. 12-13
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INTRODUCTION – MRG
Experienced, creative and dynamic leaders are key to the innovation of the education sector. Beyond the traditional roles, there is an increasing need for commercial skills, business acumen and strategic leadership. These professionals work in partnership with academic colleagues to improve service, enhance educational outcomes and to future proof the organisation. As schools compete on multiple levels, bringing in specialist knowledge is paramount to ensuring an institution’s competitive advantage as well as maintaining its reputation as a destination of choice for students and staff. 21st century leaders must be visible, informed and adept at navigating the complexities of the sector. Our education practice specialises in non–academic leadership appointments. We recognise the changing landscape of the sector and the importance of putting students at the heart of decision making. We understand that every organisation and their requirements are unique. Our extensive experience across education means we are well placed to understand the individual needs of establishments and deliver a bespoke campaign that will attract the best in-class professionals.
As a consultancy, we strive to add value and continuously endeavour to ensure our approach is nothing less than exceptional.
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• Brief developed, discussed and agreed in person and then finalised in a written proposal. • The following objectives to be clearly defined: » Key selection criteria (i.e. competencies, personality, experience) » Campaign schedule » Salary benchmark » Targets
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ROLE BRIEFING
• All consultants have completed Safer Recruitment training • Candidate background and suitability checks including the sourcing of references • Verification of information • Enhanced DBS checks can be carried out where appropriate
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KEY PERFORMANCE INDICATORS COMPLIANCE
PROCES
• Clear and transparent communication • Simplifying the application process • Feedback to successful and unsuccessful candidates • Assisting with all elements of interview scheduling and administration • Upholding the client’s reputation at all times
CANDIDATE EXPERIENCE
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• Regular monitoring and assessment of campaign success • >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
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