Recruitment Process
After taking time and effort to fully understand our client’s requirements, aspirations and vision for the recruitment assignment(s), The Hidden Talents recruitment model includes:
Client Assignment Brief
This is the process of discussing and listening to the client’s job requirement and then converting the brief into a detailed timeline and document covering the assignment. This includes the job profile, candidate profile, background and current information on the client and detailed description of the role of the assignment and the career prospects being offered by the client.
Approach and Strategy to Sourcing Candidates
This involves identifying contacts from database and networking, identifying target organisations to search into and focussing on internet advertising and social media group contacts.
Candidate Engagement
All candidates are initially contacted by telephone which leads to a face-to-face interview of candidates based on agreed competency / interview frameworks.
Setting the scene for candidates and ascertaining the other opportunities candidates are considering.
Regular and frequent updates to the client.
Candidate Profiling
Having developed a shortlist of candidates that meet the specified brief and having taken two references on each shortlisted candidate, Hidden Talents then presents a shortlist of candidates that meet the client requirements.
Candidate Management / Client Interviews
Bridging the two relationships between client and candidates, Hidden Talents takes an ethical approach to ensuring the candidates are able to discuss their on-going observations on the client interviews and give the client and candidates accurate feedback at each step of the process. Ultimately Hidden Talents is retained by the client and vigilance to the clients request is key to a successful assignment.
Offer Stage
This includes managing the offer process and ensuring appropriate paperwork and documentation are executed swiftly, finally ensuring both parties are comfortable with the assignment outcome.
Follow Up
Regular contact with the candidate to ensure exit from his/her employer, and observe and support the candidate in the first few months on joining our client’s organisation.
Case Study:
HT's imaginative search range made the winning candidate appointment a natural fit and easy evolution in to his first MD role.
This 18 year old West End and Regional Theatre production company is one the largest names in the UK and has fostered the talents of many well-known UK and International entertainers. This group has a great track-record of evolving into different niches in the Entertainment Industry – and having sold off their high-profile talent management businesses – the group saw the growth opportunity in hospitality within their regional theatres. HT had built an excellent relationship with the board whilst recruiting the Group CEO and was mandated to find “the right hospitality person.”
HT identified the key aspect of this mandate was speed. Having a highly entrepreneurial impresario (also ex Talent Manager) wanting results and who can woo most people into taking roles – HT’s role was to find the right person with an exciting hospitality track record to impress the client and team and someone who was a rising star.
After four weeks of searching, HT had found a candidate who had turned around the Barbican and Globe Theatres food offerings. HT next challenge was to prevent the first interview being cut short with a job offer after “20 minutes”. The chosen candidate grew this division from £2m to £14m in just over 4 years.
Learning points: ~Getting a great job brief saves so much time, ~Speed sells, ~Have the right candidate before the client starts courting.
Theatre - New MD role - Hospitality
