Talent Acquisition Proposal

What Our Partnership Will Achieve• A Greater Understanding of Your Business• Improved Staff Retention Rates• High Calibre Candidates• More Productive Team• Faster Recruitment Time• Working alongside HR, ensuring the recruitment process runs smoothly and stress free.

Combined these attributes make financial savings for your business.

‘Happy Staff are more productive & are 66% less likely to take sick leave’

Who We Are

GC Search was created with the concept that we are a recruitment company run by business people for business people. We are one part of a larger group of companies, the Money Marketing Group, who’s group Directors have experience and backgrounds in Digital Media, Marketing and Financial Services.

• We understand Business, Financial Services, Marketing and Technical sectors, so that is where we focus.

• We believe in operating a company that we ourselves would work with.• We take pride in bespoke services to fit the individual needs of our clients.

Even within a single sector all companies’ needs are vastly different; we not only recognize, but embrace that challenge.

Our Employees

I have been part of some of the largest recruitment consultancies in the South of England, namely Matchtech who I successfully obtained an MREC with in ’07. I have worked in both technological and engineering sectors for companies including: Thames Water, Babcock, BAM, Kier. My specialisms includes the Tech, Engineering & Defence sectors.

Kelly Ann Faye

Darren Fagan – Commercial DirectorI have extensive knowledge in commercial and residential funding, underwriting and relationship management. At one point I owned my own company selling Personal and Keyman protection solutions.  I’ve worked closely with and consulted many organisations over the years which has enabled me to gain tremendous exposure within the insurance and financial services industry.

I joined GC Search & Select in 2016 with a broad initial remit, eventually taking responsibility for the whole team. We aim to provide a platform for the Life, IFA, Mortgage and Commercial Insurance market.

Hannah GoochI previously worked for a large recruitment corporation, in which I gained 10 year’s experience in Construction and Recruitment industries. Through out this time I lead and managed a team, supporting 13 branches across the UK sourcing candidates for various live vacancies. I have previously worked within customer support focussed roles and a and such have a strong skill set in administration with a high level of attention to detail. I am a highly organised and efficient individual, whose thorough and precise approach to the working environment has yielded great results.  

Carinna Hoskins – Account ManagerI have worked within the recruitment industry since July 2014 and have successfully placed candidates within the Commercial, M&E, Construction, Industrial and the IT sector. Ranging across temporary, contract and permanent service throughout the UK, US & Europe.I specialise in commercial recruitment, admin, customer service, sales, call centre, accounts/finance, insurance, across all level roles. I have been responsible for building a cold desk from scratch, leading, training and mentoring a growing team whilst running my own 360 desk and maintaining the top biller status within my division.

The Process

Job Specification & Advertising

Create Talent Pool Candidates Screened & Filtered

Controlled Interview Process

Managed Offer & Acceptance

How We Assess Your Needs

Competitor AnalysisWe speak with individuals that have previously worked at your competitors to analyze hiring processes, staff movement trends and remuneration packages, allowing us to anticipate hiring trends in your market place. Build a Candidate ProfileSpeak directly with your hiring manager to ascertain your basic desired employee profile. For example: • Experience Level, • Preferred Universities, • Personality Fit

• Industry Qualifications• Remuneration Packages

Offered

Sourcing CandidatesCandidate Pool ConstructionUsing the candidate profile, we will build a pool of candidates to give you a selection of candidates containing relevant experience, qualifications, work history, and general culture.

We will build the pool via contacts within industry and various universities. These selection techniques produce a higher quality candidates than those who apply via job boards.

Cultural FitScreening & Candidate VettingWe put any potential candidates through various screening processes before their CV is sent to you. We will either use psychometric testing to assess their cultural fit or use a test / method of your own.We suggest that you propose 5 or 6 assessment questions which we can use to asses their abilities to perform the role that you would designate them for. After discovering your culture and expectations, we fully educate the candidate in a full and frank manner to ensure that the candidate understands fully what is expected of them.It is essential that both the company and candidate are aware of all expectations at the start to create a harmonious employer / employee relationship.

Candidate PackagingWhen we believe that we have found a viable candidate for you, you will receive a packet of information including the following:

• CV• Relevant Test Results• Assessment Questions and Answers• Detailed Notes from Resourcing Team• Candidate Requirements & Remuneration

Interview FeedbackAfter your first interview, depending on your process, the resourcerresponsible for the candidate will contact your Hiring Manager for feedback. This is usually within 24 hours of the interview. We would look for:

• What was the candidate’s best attribute?• Could the candidate fulfill the role?• Do the job requirements skill sets match? • Does the candidate fit culturally within the company?• What were their given answers to any assessment questions?• Does the interviewer have any concerns or worries?

Managing the Hiring ProcessAs the interview process progresses our intention is to coordinate between the two parties by:

• Communicating any offers and obtaining any acceptances in writing.• Discussing the candidate’s concerns about the position post interview, or

offers/counter offers for the Hiring Manager to assess, review, and respond.

• Collating all relevant documents and ensuring the candidate fills all application paperwork accurately.

• Helping the candidate navigate the resignation process with his soon to be previous employer.