Strategic Recruitment


We work hard to deliver the best possible talent in the market

Recruitment Strategy

Barr McIntosh works hard to understand our client’s processes and requirements, the scope and dynamics of the role, how the candidate will fit into their culture and what specific skill sets are required of the candidate to fulfil the competencies of the role.

We work hard to deliver the best possible talent in the market, not just the best available on the market.

Consider that at any given time the talent pool we have to choose from constitutes only 20% of the market – the active candidates – and that 80% of candidates are passive.

When you examine that 20% of available candidates, a large percentage is made up of

  • the unemployed

  • the unemployable

  • the perpetual applicant

  • the forever disaffected

This leaves a very small percentage of the available 20% of the talent pool to choose from.

This is when Barr McIntosh Search comes in to its own.

Search

The process starts with a clear understanding of the Position Description.  From this we extract the Competencies of the role which are weighted and rated.

A Sourcing Strategy will be formulated encompassing Market Intelligence, Market Mapping, Talent Identification and Approach, Referrals, Advertising, Interviewing and Research.

The full Process is detailed in our Book – The Recruitment Process, a Step by Step Guide to Hiring Quality Talent.   A copy of the book is freely available to our clients.

We can also build a library of Position Descriptions and Competencies that can be applied across the company as well as base line Personality Profiles

Search
Referral

Referral – A Watching Brief

We will maintain a ‘Watching Brief’ for identified skills sets and advise of talent availability, salary expectations, career objectives and other factors influencing the market.

To this end, with ongoing knowledge and association with the client, we will build a pipeline of talent from the market, concentrating on skill areas pertinent to the ongoing needs of the client.

When talent is identified and isolated, we will liaise with the client on a Referral basis.

Referral – A Watching Brief

We will maintain a ‘Watching Brief’ for identified skills sets and advise of talent availability, salary expectations, career objectives and other factors influencing the market.

To this end, with ongoing knowledge and association with the client, we will build a pipeline of talent from the market, concentrating on skill areas pertinent to the ongoing needs of the client.

When talent is identified and isolated, we will liaise with the client on a Referral basis.

Referral

Contingent

We will accept a brief on a contingency basis and apply similar methodology to Search.  We will not engage research staff on a contingency basis.  We may, or may not, advertise the position on online Job Boards.

Contingency based recruitment is an inefficient methodology to employ, particularly in a talent short market, as it restricts our ability to gain full understanding of the client, and therefore provide the best possible recruitment service.

As the risk is not shared, Contingent Fees are normally higher

Contingent
Assessment

Assessment & Selection

Appropriately qualified candidates will be interviewed using a behavioural-based approach.

Questions will be tailored to the core technical and interpersonal competencies required for the role.

A minimum of three verbal reference checks will be conducted for each candidate at offer stage.

All unsuccessful candidates will receive personal feedback.

Our screening process is intensive.  Only enthusiastic candidates with the appropriate qualifications, skills and personal attributes will be presented to you in the shortlist.

Assessment & Selection

Appropriately qualified candidates will be interviewed using a behavioural-based approach.

Questions will be tailored to the core technical and interpersonal competencies required for the role.

A minimum of three verbal reference checks will be conducted for each candidate at offer stage.

All unsuccessful candidates will receive personal feedback.

Our screening process is intensive.  Only enthusiastic candidates with the appropriate qualifications, skills and personal attributes will be presented to you in the shortlist.

Assessment