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Part of NRG Group Plc, NRG Public Sector focuses on management through to board level appointments across the Public and Not-for-Profit sectors. Established in 1976, we can demonstrate a proven track of successful appointments across a wide range of disciplines including a significant number of SCS posts within Government Departments and Agencies.
Identifying, attracting and retaining talented managers and directors from both inside and outside the Public/Not-for-Profit sectors calls for specialist knowledge and a clear understanding of your issues, objectives and culture. We can deliver all aspects of a recruitment exercise using a wide range of tools to maximise candidate choice and assessment depending on the nature of the assignment and your requirements. Contingent on our success is our adherence and commitment to best recruitment practice, equal opportunities and transparency of process. You will find our approach to be both innovative and collaborative and founded on well-evidenced methodologies. Above all we support the six key themes driving civil service reform.
Having successfully bid to provide all the services outlined in this framework contract, we are pleased to offer you the following:
Executive Search & Selection - (click for more info)
- Establish a clear understanding of the job specification. This could extend to a '360 degree analysis' of the organisation, the role and its objectives, superiors, peers, subordinates and stakeholders.
- Confirm person specification and agree selection criteria.
- Research - Draft a search plan and identify specific organisations where search may be appropriate. Develop and produce a target list of potential candidates.
- Approach targets (on a confidential basis if appropriate.) Report all outcomes both positive and negative and identify candidates who meet the selection criteria and are happy to enter the recruitment process.
- Ensure application/equal opportunities forms are completed as well as applicant-briefing information disseminated.
- Interview the candidates using agreed selection criteria and SCS competencies. Report on and recommend candidates worthy of shortlist.
- Assist with and support the final selection and offer process. Notify Unsuccessful candidates.
Combined Search, Advertisement and Selection - (click for more info)
- Carry out '360 degree analysis' of the role as above as a basis of understanding the criteria of the post in order to find the best suitable candidates.
- Confirm person specification and define selection criteria.
- Review the terms and conditions (including advising on salary within the SCS pay framework and market rates) of the appointment
- Coordinate online (and offline) advertisement campaign. Preparation, creative design and placement of advertisement(s).
- Draft and produce candidate information pack (including application/ equality monitoring forms if appropriate.) This briefing documentation can now also take the form of a bespoke campaign website.
- Response handling and applicant administration. Process applications.
- Make arrangements, including paperwork, for long-listing/short-listing meetings and final interviews.
- Carry out preliminary interviews on long-list candidates using a combination of traditional and competency based interview techniques.
- Prepare sift reports for long-listing and interview reports for short-listing meetings. Present and justify shortlist recommendations.
- Notify unsuccessful candidates and provide feedback where required.
- Assist with and support the final selection process (make arrangements, act as panel member etc.)
- Provide equality monitoring and media response statistics.
Advertisement & Selection - (click for more info)
- Establish a clear understanding of the job specification. Again this could entail a '360 degree analysis'. Use this knowledge to understand criteria of post in order to find the best suitable candidates.
- Confirm person specification and agree selection criteria.
- Coordinate online and offline advertisement campaign. Advice on where and when to place the advertisement(s). Preparation, creative design & placement of advertisement(s).
- Drafting and production of information pack (including application/equality monitoring forms if appropriate.) This can also take the form of a bespoke campaign website.
- Response handling and applicant administration. Process applications.
- Prepare sift reports for long-listing and interview reports for short-listing meeting.
- Attend long-listing and short-listing meetings with the Authority. Present and justify shortlist recommendations.
- Carry out preliminary interviews on long-list candidates using a combination of traditional and competency based interview techniques.
- Take up references for short-listed candidates.
- Assist with final selection process as appropriate. Notify unsuccessful candidates.
- Provide equality monitoring and media response statistics.
Assessment Services - (click for more info)
- Based on the SCS competency framework.
- Individual/group psychometric testing.
- Design and delivery of bespoke assessment centres.
- Provision of reports and feedback to all parties.
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