Fully Managed Recruitment Service
Cost Effective Fully Managed Recruitment Service For SMEs
As an in-house HR Manager, Recruitment was always one of my responsibilities. I realised owners of SMEs were struggling with recruitment and I have a lot of knowledge and experience to share. So, I designed my Fully Managed Recruitment Service around my experiences. Basically, you tell me about your vacancy, I do all the work and send you a selection of applicants that are a close match to your requirements, you then interview the applicants that interest you and from there you decide who you want to offer the job to. While I am doing all the work you get on with running your business.
Managing a comprehensive recruitment campaign can be very time consuming. Making it tempting to rush in and grab the best of a bad bunch just to get a bum on that vacant seat. When you outsource your recruitment campaign to me I will take away all those time-consuming parts of the process and make sure that you only have to deal with the serious candidates.
Whether you are looking to recruit your first employee, need to quickly ramp up your headcount or are looking to add a new role to your business, I am here to help you.
Recruitment Made EASY
How The Fully Managed Recruitment Service Works
If you want to purchase advertising space at a fixed, cost effective, fee please look at my Fixed Fee Advertising Service
My aim is to recruit your next employee as if I was your internal HR manager. You will pay the same transparent fixed fee regardless of sector or seniority of the vacancy with no hidden costs. Who you offer the job to is your choice. If you have one vacancy but are looking for multiple candidates, you pay just the one fixed fee!
As an in-house HR Manager when I managed a recruitment campaign I did all the work and the department manager simply chose who they wanted to interview from a selection of CVs I provided and then chose who they wanted to offer the job to. My Fully Managed Recruitment Service is based on those experiences.
You Provide
When you ask me to recruit on your behalf you will need to provide:
| Job Description | I will use your job description to write the advert and if you don’t have one I will create one for you. | |
| Key Skills & Experience | I will need details of the key skills, experience, and qualifications the ideal candidate must have with an indication of what would be desirable. | |
| Pay & Benefits | I will need to know the benefits package you are intending to offer suitable candidates, such as pay, holiday entitlement, commission, bonuses etc. |
What Kea Will Do
When I agree to recruit on your behalf I will:
I will start by discussing your requirements in detail with you. A little bit of time spent here ensures you see only the best candidates. Once I fully understand your requirements I will:
| Advertising | I will place your advert on multiple job boards and social media forums. Specialist advertising in industry specific publications can also be included (at an extra cost). Premium Job Boards I regularly use are: CV Library, Glassdoor, Indeed, Jobsite, Monster, Reed and Total Jobs. I refresh the adverts every few days to keep them at the top of the search pile on the job boards. | |
| Searching For Candidates | I perform candidate searches across the leading job board databases ensuring I find the latest candidates that match your requirements. | |
| Reviewing Candidates | I will review all candidates’ skills and experience for suitability against your essential and desirable criteria to create a long-list of suitable candidates. All candidates on my long-list will be invited to a preliminary interview, with me, by telephone, teams or face to face (depending on their location). From there I will create a short-list of strong candidates which I will send to you to review; for each candidate you will receive their CV and my notes from the preliminary interview. | |
| Interviews |
I will arrange the formal interviews at dates, times and locations to suit you; including second stage interviews if required.
For an additional fee I can provide onsite support on the day of the interviews: I can interview with you so there’s continuity through the process, or can simply work from your premises on the day of the interviews so I am available to meet and great and ensure the day runs smoothly. |
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| Administration |
I will manage all applications on the Kea applicant tracking system. All candidates who do not make the long-list will receive a regret message; all candidates who are added to the long-list will be kept informed of their progress through the process including any delays for holidays or other unexpected events and will receive regret messages with feedback if they do not progress to the next stage.
If any candidates are a close match but you don’t offer them a job, I will ask them if they would like to be kept notified of future vacancies. |
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| Making An Offer | Once you have chosen a candidate, I will support you through the offer process and through the employees first few weeks in post. This will include carrying out comprehensive pre-employment checks including reference checks, checking the employee’s entitlement to work in the UK and qualification checks where they are a requirement of the role such as a driving licence for a delivery driver. I can also request a DBS Check to assess the person’s suitability for a role, essential if they will be working with vulnerable people. |
Benefits Of The Fully Managed Recruitment Service
Our experience in managing recruitment campaigns will ensure you will:
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Save Your Money You know exactly what you’ll be paying for filling a vacancy so you can plan you recruitment budget. And you’ll save money if you’ve been using recruitment agencies. Recruitment agencies typically charge commission based on the recruits first-year salary with commission generally between 15% and 20% but can be much higher for senior positions. So for a minimum wage level full time job (£12.21 ph for 40 hours per week) the annually salary would be £25,400.00; meaning 15% commission would be £3,810.00 and 20% would be £5,080.00. Discounts For Multiple Vacancies |
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Save Your Time Recruitment is time consuming, reviewing the job descriiption, deciding on the must have and nice to have skills, writing the advert, placing the advert, reviewing the applications, rejecting candidates, keeping candidates warm… And that’s before you take time out of your business to meet them face to face! Cutting corners generally results in a poor fit with the new employee leaving either of their own decision and usually very quickly or by your decision after a lot of time and effort has been invested in trying to get the new employee to meet your expectations. When you pass your recruitment campaigns to me I do all this time consuming stuff for you and ensure the candidates you meet offer a close match to your requirements. |
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Reduce Your Risk Taking the example above if you pay £4-5k in commission for a new employee and they don’t work out, that is a huge amount of investment lost. Yes there will be a percentage refund (generally over 12 weeks) but when the employee hints to the agency they aren’t happy they will encourage them to stick it out a little longer. Beleive me I’ve been there, the agency want the employee to stay in post untill those 12 weeks are up! |
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Comply With GDPR The General Data Protection Regulations affect how you as a business process candidate details but the candidates also have rights under GDPR. When recruiting for your business you are obliged to only collect job-related information and you should contact the applicant within 30 days of receiving their application. You need to have candidate consent to process sensitive data; this means any information relating to disabilities or information gathered for background checks. In these cases, you must ask for consent in a clear and intelligible way and provide candidates with clear instructions on how to withdraw their consent should they wish to. Recruiters must have clear privacy policies which should be made available to candidates. You must also disclose where you store candidate data and state that you will use this data for recruitment purposes only. You are also obliged to comply when candidates exercise their rights under GDPR. They have the “right to be forgotten.” When a candidate exercises the right, you must locate every place that you keep their information (e.g. spreadsheets) and delete it within one month after receiving the candidate’s request. Candidates also have the right to ask what information you hold about them and request that you make corrections to any inaccuracies. You must grant both requests within one month and provide candidates with a free, electronic copy of their own personal data. |
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Avoid Discrimination A discrimination-free recruitment process ensures that everyone has an equal opportunity, regardless of their background, and that selection decisions are based solely on merit and qualifications. At Kea HR we ensure this is achieved by using non-discriminatory language, creating a consistent set of criteria for evaluating candidates suitability, providing clear job descriptions that outline the required skills and experience and avoid vague or subjective language and ensuring unconscious bias is avoided. We also ensure the interview process is inclusive and accessible for all. |
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Create A Great Candidate Experience Our aim is to create a smooth application process for every candidate; whether we are sending a regret message or making an offer of employment. Sometimes there are delays in the recruitment process; to avoid losing quality candidates we communicate regularly and clearly with each candidate so their interest in your role doesn’t dwindle. We provide clear information on what to expect at each stage in the process and when a candidate is offered an interview, we provide detailed information about what to expect at the interviews, give them our full attention prior to the interview and follow up with them promptly. |
How I Can Help You
As an in-house HR Manager, recruitment was always part of my role, so I’ve experience across a variety of industries and roles and know quite a bit about recruitment advertising, shortlisting and interviewing! I can help you recruit:
| HR Related Roles | Other Areas of Expertise |
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If you’re industry isn’t listed, please get in touch and we’ll discuss your role and agree whether I can help you.
Have a question about the Fully Managed Recruitment Service? |
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How Much Does The Fully Managed Recruitment Service Cost?
If you recruit relatively infrequently or just want to try us out then one package will suit you. If you are a growing business with multiple vacancies on your agenda then a group of fixed fee recruitment packages will save you even more money.
| Number of Vacancies | Fee | Cost Per Vacancy | ||||
| One | £1,000.00 | £1,000.00 | ||||
| Five | £4,750.00 | £950.00 | ||||
| Ten | £9,000.00 | £900.00 |
Package fees are based on the cost of advertising fees and my time and effort spent sourcing suitable candidates. I can’t guarantee to find your perfect candidate, but I do have an excellent success rate and a high level of repeat business from existing clients.
Packages don’t expire, so if you have a three year growth plan you can lock in that price per vacancy
Here’s What You Need To Do Right Now
If you would like to outsource a recruitment campaign to me simply add your name and contact details below. As soon as I receive your request, I will give you a call …
Have a question about the Fully Managed Recruitment Service? |
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