1.
Providing a
Managed Recruitment Service

2.
What we do
Using up to date recruitment and selection methods, GMD
offer a tailored and highly personalised managed
recruitment service to organisations who don’t want the
headache of recruiting, but who want good quality people.
We generally recruit for managerial, leadership and
specialist positions with a salary range of circa £40,000
and upwards.
This can either be via publicly advertising the role, or using
our headhunting service (Executive Search).
Telephone 0800 019 9828

3.
Why we are different
We offer a high level of customer service to our
customers and candidates.
The GMD team are HR qualified and experienced
business professionals.
We add value to organisations by letting them get on with
their business and ensuring that the right people are
found for their organisation.
We will not just ‘sell’ you a candidate or send you CV’s.
Telephone 0800 019 9828

4.
A comparison of different recruitment methods
In-house Search & Selection A complete managed service by GMD -
(Recruitment Agency) either using the advertising option or
headhunting
Whole recruitment process Access to a database of ‘screened’ Provides a consultancy approach to fully understand
conducted in house candidates that maybe in the job the client needs before embarking on a project
market
Time consuming, especially if no Saves time during the recruitment If advertising the role, it would be designed to attract a
dedicated resource available process – supply of CV’s, wide audience – client could use this as a publicity
(e.g. HR) interviewing, some admin exercise.
If headhunting, the role is not publicised in the open
market – GMD would ‘sell’ the recruiting organisation to
the candidates.
All associated administration Difficult to gauge exact needs of each Preparation work and all administration would be
would be handled in house individual company they may be handled by GMD – less time impact on the client.
working for, therefore less likelihood
of a match
Element of control if kept in Depending on agency, fee structure Qualified HR and business professionals, not sales
house may be expensive people, with employment legislation knowledge.
If appropriate time is not given, Can be quicker if database contains High likelihood of a good fit therefore retention rate
greater chance of wrong suitable candidates. It may not be if increases.
recruitment decision (and agency needs to advertise
therefore cost to the business)
Potential for exposure to Primarily staffed by commissioned Thorough, bespoke and competitively priced managed
employment legislation if no HR based sales personnel recruitment service.
involvement
Telephone 0800 019 9828

5.
An outline of our process
A more detailed explanation of the process and outputs is contained in appendix A
Customer Candidate Sifting of First
Briefing Pack applications interviews
Full pre
Second
Profiling employment Feedback
Interviews
Screening
Regular Candidate and Customer Communication
Telephone 0800 019 9828

6.
Indicative Costings
Salary Range Advertising option * Headhunting option
£ £ £
Up to 49,000 9500 (+ ad costs) 14750
From 50,000 - 69,999 10500 (+ ad costs) 15500
From 70,000 - 89,999 11500 (+ ad costs) 16500
From 90,000 – 149,999 13000 (+ ad costs) 18500
From 150,000 - upwards 16000 (+ ad costs) 21000
* Advertising costs would be extra and the cost of this depends of the
medium used.
Telephone 0800 019 9828

7.
Comparative Costings for a £50k job role
Typical Agency Headhunting Headhunting Advertising
via GMD via GMD
£15,000 £16,650 £15,500 £12,250 *
Fee of 30% of base Fee of 33.3% of salary
salary (excluding
benefit value)
Comparative Costings for a £100k job role
Typical Agency Headhunting Headhunting Advertising
via GMD via GMD
£30,000 £33,300 £18,500 £14,750 *
Fee of 30% of base Fee of 33.3% of salary
salary (excluding
benefit value)
* This includes advertising costs of £1750, which is the average spend on projects to date
(mixture of web based and newspaper)
Telephone 0800 019 9828

8.
Sample of Recruitment Projects undertaken
Roles recruited for Salary level
Managing Director £100k
Financial Director £70k
Head of Fleet £70k
Head of Business £70k
General Manager £55k
Chief Executive £65k
Interim FC £50k
Managing Director £50k
Head of Corporate Services £42k
Practice Manager £40k
Trustees and Visiting Reps £0
Management Accountant £40k
Learning & Development Consultant £40k
Commercial Director £60k
Telephone 0800 019 9828

9.
Quotes from Testimonials
Chairman of the Board of Trustees, Mayday Housing Trust
“The service we received was thorough at all times. They openly
communicated with us by providing regular updates about the recruitment
process and highlighted any issues that needed addressing.”
Director, Paragon Automotive
“The service they provided was responsive, open and professional. The whole
project was undertaken in a period of six weeks – from the placing of the
advertisement to the appointment. The right cultural fit of the successful
candidate was critical and GMD invested the time to fully understand this.”
Owner of the Bell Plantation
“The team at GMD People supported me in a professional and friendly way and
I have no hesitation in recommending them to others who need to recruit senior
people in their businesses.”
Telephone 0800 019 9828

10.
Appendix A
Recruiting Process and Outputs for:
1. Advertising Option
2. Headhunting Option
Telephone 0800 019 9828

11.
GMD Recruitment Process and Outputs – Advertising option
Step Detail Outputs
1 Conduct an in depth structured interview with Details on the Job role specification, Person specification
the ‘recruiting manager’ in order to establish the Key competencies, Cultural considerations, Salary and Benefits and
exact requirements of the position to be filled. Timescales.
2 Develop a draft candidate pack for approval. Candidate briefing pack
3 Identify advertising location and method(s). List of proposed advertising medium plus associated costs for approval by
the client.
Draft job advertisement for approval. Job advert for internet and/or newspaper or magazine.
4 Initial response and administration of all Weekly activities update report for the client.
applications.
5 Assessment of all applications against selection List of short-listed candidates for 1st interview round.
criteria detailed in the candidate pack.
Supporting administration: Invite to interview or Professional and timely contact with all candidates either to reject or invite
rejection. for interview.
6 First interview stage. All interviews are List of candidates that are suitable for the role.
conducted by a minimum of 2 GMD staff. This
is to ensure a fair and transparent process that
complies with all employment legislation
considerations.
7 Shortlist candidates from the first interview Professional response to all candidates. Feedback given to unsuccessful
stage. candidates, if requested.
8 Each short-listed candidate is invited to Personality profile assessment results.
complete personality profiling and ability tests. Ability test results.

12.
9 Present candidates to client for second Management summary of all short-listed candidates produced for the client,
interview. detailing their suitability, areas for further questioning etc. Plus outputs from
the personality and ability testing results.
Identification of preferred candidate(s).
Involvement and support in second interview Communication with all candidates.
process with customer.
Subsequent administration / liaison with
candidate – offer/reject.
10 Pre-Employment Investigation.
1) Criminal Record Check
Areas checked:
2) Credit Check and Civil Judgements (CCJ)
3) Driving Licence
4) Educational Qualifications
5) Professional Qualifications
6) Employment History & References
7) Residential History
8) Eligibility for Employment
9) Media Check
11 Interview and profiling feedback. Provided for all candidates.
12 Review of recruitment process.
13 Contact with successful candidate one month Feedback to client if necessary.
after appointment.

13.
GMD Recruitment Process and Outputs – Executive Search option
Step Detail Outputs
1 Conduct an in depth structured interview with Details on the Job role specification, Person specification
the ‘recruiting manager’ in order to establish Key competencies, Cultural considerations, Salary and Benefits and
the exact requirements of the position to be Timescales.
filled.
2 Develop a draft candidate pack for approval. Candidate briefing pack.
3 Agree on where to look for potential Brief researcher.
candidates List from researchers with names.
Approval of list from client. Final list used to commence candidate contact.
4 Researcher provides names of interested List of candidates names to contact for interview.
candidates.
5 First interview stage. All interviews are List of candidates that are suitable for the role.
conducted by a minimum of 2 GMD staff. This
is to ensure a fair and transparent process that
complies with all employment legislation Weekly activities update report for the client.
considerations.
6 Each short -listed candidate is invited to Personality profile assessment results.
complete personality profiling and ability tests. Ability test results.
7 Present candidates to client for second Management summary of all short-listed candidates produced for the client,
interview. detailing their suitability, areas for further questioning etc.

14.
Involvement and support in second interview Identification of preferred candidate(s).
process with customer.
Subsequent administration / liaison with Communication with all candidates.
candidate – offer/reject.
9 Pre-Employment Investigation.
1) Criminal Record Check
Areas checked:
2) Credit Check and Civil Judgements (CCJ)
3) Driving Licence
4) Educational Qualifications
5) Professional Qualifications
6) Employment History & References
7) Residential History
8) Eligibility for Employment
9) Media Check
10 Interview and profiling feedback. Provided for all candidates.
11 Review of recruitment process.
12 Contact with successful candidate one month Feedback to client if necessary.
after appointment.