Our most successful recruiting relationship over the last 7 years has been with Wrigley UK, confectionery manufacturer, through working with them on their Field Sales Recruitment Programme. The problems they faced were two-fold – consistency in quality level of candidates and a sustainable, practical recruitment process to evaluate and assess candidates. Pursuit NHA was able to draw on both recruitment knowledge and consultancy and training experience to create a robust process that dealt with all these issues – in fact all the client had to do was turn up to the Assessment Day itself!
A dedicated consultant creates the advertising and attraction strategy in line with client guidelines – primarily driven through Grocerjobs.co.uk but also using a variety of other job boards and regional press if need be. He then tele-screens and interviews long-listed candidates, evaluating them against the client KPIs and looks to short-list a maximum of 2 candidates per vacant role. Those successfully put forward to the Assessment Day are fully briefed on the role and the client’s values and ethics to aid in their preparation.
The day itself consists of an interview, role-play, presentation, in-tray exercise and personality profiling all based on the KPIs most pertinent and important as agreed with the client. Once evaluated and fully discussed on the day by the Client Team and Pursuit NHA assessors a job offer is made or not, thus eliminating the need for any second interviews and allowing the client to get on with what they are best at – selling confectionery – and giving Pursuit NHA the autonomy to make the offer and support the candidate through the resignation process until start date.
The Assessment Day process has been continually refined over the years as the client has grown and changed as a business, and the role itself has expanded in responsibility. Throughout the partnership period the relationship between the client and Pursuit NHA has stayed very strong and very collaborative.