BMSi

Problem:

BMSI had achieved constant, rapid year on year growth, becoming one of the leading Building Controls (BEMS / BMS) specialists in the UK. After being successfully acquired by British Gas Business the position of Managing Director became open.

Due to the senior level of the vacancy and at the time significant confidentially of the role, advertising and more traditional methods of recruitment where felt to be inappropriate therefore SER Ltd where approached to discuss and potentially offer an Executive Search approach to the problem.

Requirement:

To proactively and confidentially source a new Managing Director with direct Building Controls industry knowledge, and experience of managing a multi branch National contracting company. This was to be done under strict confidentially guidelines.

Approach:

It was proposed to use the following approach:

Analyse - Ensure full understanding of strategic intent and how the position “fits” with this. Understand also core skill, competence and technical requirements as well as (most importantly) the cultural traits (Assignment Brief)

The data collected during this analysis would be used to identify core competencies and cultural traits required for the role. 

SER Ltd would also invest time at this stage to agree how we would present the opportunity to candidates, including creating whatever marketing material we believe would be appropriate – this does create a point of difference in the competitive building controls recruitment marketplace.

Search - with a detailed understanding of the requirements, we undertake research to define
target organisations / types of individual required and discuss alternative targets.
In partnership we would draw up a list of target companies and the likely roles people will be performing that would be of most the value.
If the individuals highlighted where unknown to us, then it is the task of our researchers to find their names and contact details.  

Qualify - complete a detailed, in-depth interview to measure candidate suitability and cultural fit (Candidate Information).  This would include the creation of a series of bespoke questions designed to uncover competencies in each trait. Any agreed testing could also be incorporated at this stage.  By collating these responses to our questions, along with the profiling, we create a report for each individual.  Comparison with the required model ensures short listed candidates “fit” the requirement.

Presentation of Candidates - Formally present our short list of candidates, including a written summary and personality profile (if requested).  We would provide a curriculum vitae and will have undertaken verbal references for all candidates prior to them meeting / interviewing with you).  We manage all candidates / client interface to ensure mutual understanding re: interview dates, format, expectations.

Close - We will have offered advice on the appropriate salary offer and package as we work through the process. We will also broker the offer to ensure successful acceptance.

Post Acceptance Follow up - manage any counter-offers and final fears to ensure your chosen candidate is not seduced by counter offers from their current employer.