Getting ahead in recruitment
Chris Taylor of MGM International explains the direct approach to recruiting pubco managers.
Finding the best personnel often involves tempting talent away from rival companies, which is a challenge in itself.
What's more, the majority of high quality personnel are well-rewarded by their current employers and are happy in their existing roles, so they are difficult to hire using traditional methods.
One solution is to be more direct in sourcing the right staff. If candidates will not respond to advertisements they must be approached, which is where head-hunting comes in.
While most employment agencies work from a broad database of available talent, head-hunters target individuals suited to the role on offer and brief them throroughly about the job so they are given the best possible chance of success.
Head-hunters charge bigger fees than database agencies but the service is designed to ensure only candidates with the right profile are placed.
It is crucial for companies to get important appointments right. According to one piece of research, bad hiring decisions can disadvantage companies by up to 24 times that person's salary if you take into account the cascading effect of poor management on work colleagues.
A true head-hunter will rarely place advertisements as the talent targeted seldom responds to such methods. At best, advertising may succeed only in attracting the best of an unhappy bunch.
The head-hunting process follows several key stages, the first being a detailed briefing from the client at which timescales, conditions and deliverables are agreed. It is also crucial to understand the client's work culture to ensure the selected candidate will fit in.
The head-hunting research team is then briefed to produce a target list of companies from which to identify and approach suitable candidates. From this an initial "long list" of targets is produced so in-depth telephone interviews can begin. This includes not only work-related skill-set questioning but tries also to understand the individual's personal motivation and domestic situation, important if relocation is necessary.
The next stage involves drawing up a shortlist of usually three candidates who will be put forward to the client for face-to-face meetings. Confidential in-depth references are obtained before the interview and, if the client requests it, psychometric testing can be carried out on the candidate's personality.
After each interview head-hunters will take a detailed debrief from both the client and the candidate with 360 degree feedback covering all the positives and negatives that arise. It is then down to the client to decide which candidate is best suited to the job.
Offers of employment are negotiated and brokered entirely by the head-hunter. Candidates will often be subject to counter offers, so the advantages and disadvantages of each role have to be clearly outlined.
In the final stage the head-hunter will manage the resignation period by offering advice on notice periods and benefits. In addition it will continue regular dialogue with the candidate to help with relocation. This includes identifying desirable areas to live, schools for children and potential employment for spouses.
Head-hunters take care to provide a personal service throughout the process. After all, the candidate of today can easily become the client of tomorrow.
How to get head-hunted
- monitor personnel changes in the pub industry
- regularly network with fellow professionals
- attend trade shows and seminars
- become an industry expert in a specialist subject
- publicise your achievements externally and internally
- regularly call sector-specialist headhunters for an update on the state of the market
- be specific about the kind of company and the role you are looking for.
Case study: Terrance Isaac-Griffiths, regional manager, Noble House
MGM International works for a number of high profile clients, including pub company Noble House where Terrance Isaac-Griffiths has been placed after working for restaurant chain Café Rouge.
He joins the company as regional manager for the North covering an area between Edinburgh and Chepstow. "I was not actively looking to move jobs when I was contacted by MGM, but its thorough communication about Noble House and the role itself were really impressive," he said.
"With head-hunters it is all about developing a two-way trust-based personal relationship with the consultant. So it is important to be honest and open about your level of commitment to moving jobs despite not having previously given it any consideration. You must understand how the individual consultant will market you to potential employers.
"In the past I have been largely unimpressed with the service that database agencies offer as they never seem to give much thought as to whether vacancies are suitable - more often than not they aren't.
"Head-hunters come looking for you, which normally means you are likely to be a primary candidate. You know you are being targeted because you are viewed as the best person for the role and you are therefore more likely to succeed. Additionally, you do not have to go through the whole job application process as everything is managed for you.
"Head-hunting has distinct advantages for both clients and candidates because agencies specialise in only offering employment where both parties match exactly. This saves a lot of time for all concerned and I imagine that successful candidates stay and develop in their new roles a lot longer.
"I have also been in situations when I have interviewed candidates provided by both head-hunters and database agencies. The head-hunted candidates really stand out as they have been thoroughly briefed and done their own research."
