Is this a good recruitment process?

Another offer accepted earlier this week. This time a Head of Sales/Country Manager for an international FMCG business launching in the UK.

Initial briefing call to successful offer was 44 days – slightly higher than my average. Let me break it down for you…

Day 1 (July 25^th)

Initial 90 minute briefing video call with Hiring Manager and HR Manager covering the background of the business, the details of the role and profile of the person that could work best in this position.

Also agree timescales for submission of shortlisted candidates, 1^st & 2^nd interview dates, who will conduct the interviews client side, when an offer can (and will) be made.

This meant I could be clear with candidates on timescales to allow them to align this with any other opportunities they may also be exploring.

Days 2-18 (July 25^th to August 12^th)

Sourcing/Attracting candidates through direct approaches and advertising, as well as using existing network and referrals.

The numbers…

• 468 advert responses
• 51 applicants contacted via phone
• Remainder rejected with email provided should they wish to follow up to get more detailed feedback
• Of the 51 contacted by phone, I spoke with 38 of them – the remainder did not come back to me
• A further 18 phone conversations with direct outreach candidates – a total of 56 calls providing further detail on the role and assessing their “fit”
• Of the 56 phone calls, 19 advanced to a more in depth video call – an opportunity to for a deeper dive into their background and to answer any questions about the business or the position
• The top 6 were then submitted to the client as the shortlist on August 12th, the remaining 13 “rejected” (I kind of hate this word) via phone call with feedback as to why

Day 19 (August 13^th)

Shortlist review call with client to discuss candidates and arrange 1st interviews via video call.

Days 26 – 33 (Aug 20^th – 27^th)

All 1^st stage video interviews took place between these dates, with candidate feedback taken immediately after each interview.

Day 34

Video call with client where I shared candidate feedback, and received the feedback on each from the client, agreeing to progressing 4 of the 6 to final stage. This was to take place in person, here in the UK, with the client – including the HR Manager, Hiring Manager and Head of Global Foodservice – flying over from mainland Europe.

A presentation brief was provided to the candidates progressing and the 2 not moving forward were contacted by myself with detailed feedback as to why.

Day 40 (Sept 2^nd)

All 2^nd (and final) interviews took place in person.

Day 41 (Sept 3^rd)

I take feedback from both client and candidates.

Day 43 (Sept 5^th)

Offer extended verbally and in writing to preferred candidate. Immediately accepted as it went beyond their salary expectations that had been outlined from the beginning.

Day 44 (Sept 6^th)

Client contacted the remaining candidates directly to feedback on their decision. I subsequently followed up as a courtesy.

The candidate is due to start in a few weeks.

Written down this all seems quite complicated but it’s actually pretty straightforward when the recruiter, the client and the candidates are all bought into and aware of the process.

It works.

And it doesn’t cost any more that using a recruiter that will have a 5 min briefing call and then just ping masses of CV’s at you.

In fact, in the long run, it costs considerable less.

So find a recruiter you trust and let them do the legwork for you.

Fancy running a structured recruitment process with transparent timescales like this? Get in contact with me and I’ll answer any questions you might have.

Andrew Baker, Head of Food, Beverage & Nutrition – Scaling Brands
Andrew@1485search.com
07774 639 365