People are at the heart of all organisations; they are why organisations thrive or fail. Where the different organisational and personal aspirations, ambitions and needs are brought together successfully, they can achieve infinitely more than the sum of their parts.
Finding talent is about understanding your organisation: your vision, your challenges and your psyche. It’s about discovering the part you need people to play to help you achieve your goals and then unearthing those people. Whatever your needs, whether permanent or short term, finding talent is always tough. You want the best talent, without compromise. We understand this and make this our goal.
You want the best people in your organisation to take your strategy and move it forward. You would like to enhance your reputation by taking on people you know can do the job and do it well.
Permanent recruitment is more than just a process. More than just matching CVs on a database. The consultants at Proventure make sure that we understand where your organisation is right now, and where you want to be in the future so that we can gain an understanding of the type of person you are looking for. We then use our database of people and our contacts in the marketplace to search for the the people that will bring the most to the role.
We have a number of case studies available that provide more information about our services in different sectors.
It’s becoming increasingly common for organisations to operate with a lean team at senior level, meaning that there are rarely “surplus” managers tasked with managing an unusual or unplanned issue. When the unexpected happens, and you may need to respond effectively and rapidly to fill a management gap, deliver change, achieve a time-critical objective, or test new structures. Equally, the employment market is under-supplied with experienced top-flight candidates who are seeking permanent developmental careers, and demand for these people is preventing many organisations from filling key roles.
The solution is often to bring in short term, temporary assistance, using an Interim Executive Manager – someone with a track record, ability and experience who can deliver an objective or maintain a team’s performance until a permanent manager is recruited. But finding the right interim is only the beginning of a successful placement: you should expect us to set their targets, support them and ensure they succeed. Proventure offers the rigour, honesty, insight, and quality you demand from your permanent staff, with all the flexibility and cost-effectiveness of an interim professional.
We welcome enquiries from interim professionals who would like to discuss joining us. You can email your CV to email@example.com, and call us on 0161 835 3377 to arrange an appointment with one of our consultants.
Effective search will significantly improve the calibre of candidates applying for a role. It will also have a positive impact on your reputation, will test market perception of your organisation and attract strong candidates not necessarily looking to move but excited by the specific opportunity.
Our search methodology is straightforward. We map the market first, looking at those leading the way, we conduct fresh research into stars, we use our networks to inform this process and we start by contacting sources who can recommend potential targets. Search is not about the volume of contacts made – it is about the quality of our judgement, our understanding of your needs and our ability to discern talent from exaggeration.
A thorough search campaign usually takes around 5 weeks from start to finish. The timetable we have outlined below reduces the period of search considerably – we would therefore recommend starting a “soft” search before the role has been advertised. This reduces the consequential risks of a shorter search period.
The selection process takes place a number of times to gradually thin out the candidates that do not meet the requirements set at each stage. The first selection process, the sieve, the long listing, takes place based on the cvs alone. In any batch of cvs there will almost always be some that have been sent in that are not acceptable in any form.
Those candidates that pass the sieve are then interviewed by Proventure and a technical assessor, and thorough notes are taken. This information, along with candidate written information, is then used to inform the client decision making so that a shortlist of candidates to be interviewed can be created.
The shortlisted candidates are then interviewed by the client. By this time we will have received references and the candidates may have had assessments. There will now be a large amount of information available about each candidate.
Finally, the client/candidate interviews are made with Proventure providing a technical assessor, and an appointment is made at the end of the process.
Note that the client is kept abreast of any developments throughout this process. Proventure will provide information and expert advice based upon years of practice, but it is the client that decides which candidate should pass each stage of the selection process.
The candidate will also receive information at each stage. If the candidate fails at a particular stage, then they will be told why they failed, and how they could present themselves or expand their experience for another occasion.
Assessment should never be seen solely as part of a recruitment process. It has enormous value in so many other applications: in the early stages of a change programme, the resources and capacity of the organisation can be mapped accurately, and development or external recruitment needs more efficiently planned; in personal development, on an individual or team basis; by employees, Boards or councillors; or as part of any workforce review or succession planning exercise.
With the increasing shortage of high-calibre individuals looking for permanent roles, “growing your own” is certain to be an activity that goes well beyond allotments in the near future. And assessment will therefore become part of the regular appraisal and planning process.
So there’s a whole range of situations in which our assessment service can build your culture. Each programme is designed for a particular client and scenario; we hold a detailed planning meeting well in advance at which we discuss the options fully, and follow up with comprehensive reports on each element of the assessment as well as a global summary.
What’s critical is not which of the tools we decide to use, but the clarity of thought around why we are assessing, and what you want to gain from the process. We can deliver challenging new insights in a whole range of situations, often changing completely the accepted view of an issue, a role or an individual.