Invitation to Tender
Our client was in a position to recruit for a successor to replace their outgoing Chief Executive. In the first instance we provided a written pitch document outlining how we work and the service that we could provide. Following on from this we were invited to meet with the Chair and outgoing CEO to discuss in depth what it was they wanted in their next CEO, the unique qualities of the organisation and also to explain in depth how we could provide a tailored service to recruit for this key role within the organisation.
Engaging the services of TPP Executive Search & Selection
Upon engaging our services we worked with the client in the first instance to agree on the following areas;
• Agree on the recruitment timetable
• Finalise and agree the Job Description & Person Specification
• Agree and compile additional information to be sent out to prospective applicants
• Compile and get sign off for the advert copy and place the advert in the agreed media, passing on any savings directly to the client
Search & Selection
Once the above had been agreed we conducted the next phase of the campaign/assignment;
• Advert went live in the press
• Advert placed on relevant websites at no additional cost to the client
• Extensive search of our comprehensive database of candidates
• Utilising our network of contacts within the sector to raise the profile of both the vacancy and the organisation to secure referrals of potentially suitable candidates and widen the pool of potential applicants further
• Dealing with initial enquiries, sending out information packs and discussing the role in depth with interested candidates – acting as Ambassadors for the client, selling the organisation, opportunity and conducting the initial screening process
First Round Interviews
Once the deadline for applications had passed we then moved to the next stage of the process;
• Collating all the formal applications and compiling an initial long list of applicants who were then invited in for a first round formal interview with ourselves
• All long listed applicants were interviewed against a set criteria
• The consultants working on the campaign/assignment then wrote a synopsis on each candidate interviewed, highlighting strengths and weaknesses.
Short Listing
Once the initial interviews had taken place we met with the Trustees, discussed all the candidates in depth and agreed on a shortlist of applicants for final interview. In this meeting we also agreed the following;
• Final interview day format, incorporating on this occasion an In Tray exercise, informal meeting with key staff members, including the outgoing CEO and formal interview panel consisting of Trustees and an Executive Recruitment Consultant from TPP
Following on from the meeting we then;
• Gave constructive feedback to the unsuccessful applicants
• Arranged interview timings for the Short Listed applicants on behalf of the client
• Fully briefed and prepared the Short Listed applicants for the final interview day
Offer and Successful Appointment
Following on from the final interview day the Board selected their preferred candidate;
• We then made the offer to the candidate
• Dealt with any further candidate questions following on from the offer to facilitate a smooth offer and acceptance process
• Confirmed the candidates verbal acceptance of the offer with the client
• Liaised with both parties regarding the compiling of, and sending out of, the formal offer letter
• Tied up loose ends relating to confirmation of start dates and any other outstanding matters
Follow up
We liaised on an ongoing basis with both the client and the successful applicant as they worked their notice to ensure that everyone was up to speed with the process. Once in post we maintain regular contact with both the Chair and new CEO, including inviting the new CEO to our quarterly networking lunches and ensuring that as an organisation TPP Not for Profit is on hand to advise on any ongoing recruitment matters which may arise within the organisation.
