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From mission critical senior hires to deadline-drive projects requiring multiple hires - retained recruitment campaigns are becoming increasingly popular with customers. Why? Because it’s a process that is guaranteed to deliver, every time.
A dedicated Account Manager will run your campaign from start to finish. Your sole point of contact, they schedule the timeline, reporting and key milestones.
A flexible, transparent payment plan with staged, set payments. For multiple hires, costs are lower than multiple contingency recruitment fees.
We pre-allocate resources in advance. As we are the exclusive agency, we can spend more time on retained campaigns, increasing focus and covering the entire market.
For multi-hire projects, we are able to be flexible within the budget for the project as a whole. For example, we can flex the budget upwards for a niche role and make savings on other roles to ensure customers get the right mix of talent.
For senior hires, we can introduce ‘wild card’ candidates who we think have something to offer, but don’t follow the brief to the letter.
We can expand the talent pool by looking closely at options such as part time, job shares and remote working.
We can evolve the brief over time, taking into account market changes. Because the retained fee is fixed, we will adjust the search or even start again if required and as the brief changes.
You’ve retained us to fill specific roles. We will continue to search for the right talent for your business, no matter how long it takes. We’ll deliver, it’s that simple.
A collaborative, advisory process looking at the specifics of the role, wider business context and competitive landscape.
What are the key selling points of the business, its culture and the role? Ensure consistency with the customer employer brand messages
A bespoke strategy using a combination of methods. Complete market coverage through headhunting passive talent pools, leveraging our professional networks, job board advertising campaigns, online search methods and market mapping
Rigorous initial stages with Boston Hale consultants prior to introduction to assess the fit on both sides. Referencing begin, and testing if required, e.g. aptitude, technical, psychometric, numerical and verbal reasoning.
A shortlist is drawn up with the strongest candidates and any ‘wild card’s’ we think should be considered. The report is presented to the client, including analysis of cultural fit, technical ability, risk factors, salary benchmark and candidate interest.
Full and flexible interview management, driven by customer needs. Boston Hale will co-ordinate and manage the entire process, host interviews at our offices, conduct candidate preparation and communications.
Full, candid feedback is gathered from all parties throughout the process. All learnings are fed back into the process, and the brief is revised where necessary. This is a crucial part of the process, and helps us maintain a reactive, fluid campaign, maximising success.
Face to face offer process to ensure careful and accurate communication of the offer. Referencing and compliance are completed, the resignation process is closely managed and counter-offer advise given if necessary.
We handle communication around the contract, answer and other questions pre-start and arrange a team meet and greet. WE continue to support and engage with the candidate through the notice period and mitigate any issues that arise.
Engagement with all customers throughout the probation period. Gather feedback from all stakeholders and conduct and post-campaign evaluation. Prompt resolution of any issues and agree ongoing communications.
Whether you want to talk through a hiring requirement or update us on your latest career move, we’d love to hear from you.
Call our London office on
+44 (0)20 7048 6970
Or visit us:
1-3 Pemberton Row,
London,
EC4A 3BG
020 7048 6970