Diversity, Equity & Inclusion
At Richmond Capital, we champion of Diversity, Equity and Inclusion (‘DE&I’), and recognise their profound impact on both business, and personal relationships. We consider DE&I to be a vital part of running an efficient, successful and thriving organisation and understand how it encompasses attracting, recruiting and retaining talented and diverse team members.
DE&I encompasses much more than race and gender - It covers sexuality, religion, disabilities, family, education and career background amongst other factors. We use our capabilities to help our Clients derive the benefits from having Diverse and Inclusive business.
Retained Search
The Solution for your Senior, Critical & Technical Hires
A high-performing business needs high-performing Talent that works cohesively. Our Retained Search solution alleviates your pain that is experienced when adding to your team & provides a ‘Best in Class’ approach to Talent Acquisition.
Talent & People Management can be of the most difficult areas of the business to manage, so it’s imperative to take the time to bring in not just the ‘right’ candidate, but the ‘best’ Candidate. Contingent Recruitment can mean positions go unfilled, encourage a ‘fastest finger first’ approach which can miss talent in the market, & lead to mis-hires. Delays and mis-hires not only cost your business in terms of lost revenue & missed opportunities, but impact team morale.
By committing to a Search process you enable a Search Firm to provide a thorough, robust & consultative approach which is more in-depth and in turn benefits your team. With our methodology, we can provide an exemplary Talent Acquisition experience for both you & the Candidates. Companies that switch from a contingent approach to Search, report to us how they prefer the partnership created, know they can trust us to deliver and recognise how the approach is much more thorough.
By using our robust the process we are committed to working with you until we reach a result.
Rigorous Search Process
Retained Partnership
Dedicated Delivery Team
Our Process
There are 8 main stages to our Retained Search approach.
Throughout the process we will be in regular contact with you, provide market updates and provide clear information to show the progress of the Search.
All stakeholders attend a full Briefing Session to fully define the competencies, responsibilities, objectives, required skills & industry experience for the position. Timelines, scope, scale & parameters of the search including target companies, individuals & importantly your Employee Value Proposition, are agreed, in order to take a clear & interesting message to the talent pool.
Following the full Briefing Session, we create & share a bespoke Candidate Briefing Pack. We use this to promote the opportunity, your Company, and use it to engage Candidates in the process.
We then commence our research, mapping all the target talent pools to systematically identify all the Candidates who appear to have the capability & experience for your position.
Using an agreed tailored competency-based assessment, we carry out in depth interviews with the longlisted candidates against the core functional & behavioural requirements.
We are able to complete the full search & then jointly select the shortlist for interview on completion.
Alternatively we can present candidates to you as they have passed our assessment & we deem them suitable for an interview. The approach we take will be discussed & confirmed during the briefing session.
Once a shortlist of candidates is agreed, your internal interviews can take place. We will arrange for the candidates will then meet all stakeholders & complete your internal assessments. On completion, we can proceed to Offer Stage with your preferred Candidate.
Once the package has been agreed, we present your offer to the successful Candidate & support both parties through the process to acceptance. We are on hand to assist with any negotiations to ensure all parties are happy with the final arrangements.
We stay in regular contact with both you & the Candidate before they start and during their initial 6 months with regular check-ins & touch points.
Frequently Asked Questions
Retained Search is where there is commitment from you to work with us in Partnership. We are then the sole company chosen to assist you in completing the Search Assignment. We work closely with you through the process which is thorough, robust and considers passive and ‘off market’ candidates to ensure you make the best hire for the position.
With Contingent recruitment, the ‘no win no fee approach’ you might be more familiar with, there is less of a partnership between the companies. Further several Recruitment Consultancies might be instructed to recruit for the role. As these companies are competing for a fee, it drives a ‘fastest finger first’ approach, where only the most available candidates are promoted which doesn’t always result in the best hires.
Contingent Recruitment has it’s benefits and it can be the right approach for lower, easy to fill roles that are not time sensitive. However for those niche, difficult to fille, sensitive roles and headache hires, a Retained Search can produce the best outcomes, cost savings & improve efficiencies. It is the ‘best in class approach’.
There are many commercial reasons why it is more effective, here are a few:
- With Search, there is an industry average of 90% successful placements, versus 20% with a Contingent. An empty position costs you money as a business.
- With Search, Candidates receive a much smoother process & better perception of your Company brand as they aren’t approached by multiple recruitment agencies. Duplicate agencies working on a Contingent Basis can weaken your Company brand and impact your Employee Value Proposition.
- With Search, the quality of the Candidates submitted are undeniably better as a Search Firm can afford to take their time to find you the best Candidates. Given that only 43% of hiring is successful*, it’s vital to apply a thorough process to ensure quality candidates aswell as cultural & team fit. These risks can only be eliminated via thorough, & robust processes.
- With Search, the commitment from the Client means the Search Firm can undertake greater due diligence in understanding your role & your company & truly work in partnership with you.
- With Search, the process for you as the Client is much simpler and streamlined. Less time is spent on recruitment by you and your team and the process is clear and inefficiencies are removed. Time isn’t wasted on briefing multiple companies or reviewing profiles that don’t fit the position. It means you can spend more time on what drives your business and outsource the pain to us.
Simply, the improved success rates, stronger company brand, greater due diligence and hiring outcomes, along with reduced cost & timelines, it’s often a no brainer as to why it’s easier for you and your business. It’s why our Clients that switch to working Retained with us, don’t go back to employing a Contingent approach.
*Source: Society for Human Resource Management.
- We have proven expertise within the Real Estate & Property and a track record of hiring Senior, Critical and difficult to fill positions.
- We have built a strong candidate network over the years and have a strong brand that can support your business.
- We have a strong track record. Recent placements include Project Directors, Finance Directors, Senior Development Managers, Senior Analyst & Senior Project Managers.
- We report via weekly Steering Calls to ensure you are aware of the progress on the Search and have access to live data.
- We provide a high level of transparency and live data through the Client Portal that you will have access too. Through this and our weekly Steering Calls, we can provide market insights, salary data, and feedback on your brand. We can also ‘nip in the bud’ any issues experienced and further reduce any risks for you.
- As a small business we are responsive, hands on and care about your business. Your search will receive the utmost attention.
- We receive repeat business from our Clients and we want to ensure we exceed your expectations through this process.
- Our Executive Search solution is for C-Suite positions whilst our Engaged Search is positions below.
- With Retained Search, we don’t provide in depth reference checks or video profiles but we can if this is preferred.
- With Retained Search, due to the level of the position, and the simplified process we are usually able to provide a shortlist slightly quicker then with an Executive Search however we can flex and add these steps into the process if preferred.
- Due to the refined process and timelines, and the level of the role, our fees associated with a Retained Search is usually less than that of an Executive Search.
Richmond Capital works through an Retained Search process for a range of positions including Investment Analysts, Fund Managers, Project Managers, Project Directors & Development Managers.
The timeline varies depending on factors such as the complexity of the search, the level of the position, availability of suitable Candidates & location. We will discuss timelines with you during the Consultation however typically we can provide a shortlist to you in just 3 – 6 weeks. We may be able to adjust our timeframes for urgent hires & will be happy to discuss this further.
Please contact Richmond Capital to arrange a Consultation. From there we will develop a tailored strategy & outline the timelines for the steps involved.
