Project:         Creation Of Auto Enrolment Team/Department – 21 roles
Client:           Mid Sized Employee Benefits Consultancy (FTE : 70 employees)
                       P&C Available on request
Timeframe:  12 Weeks

Jenson Fisher were retaining by a mid-sized EBC to recruit the entire division for a newly created Auto Enrolment department, from top to bottom. The organisation created their own product for the market, which was designed, implemented and managed by the new division. Jenson Fisher were awarded this project due to its position in the recruitment market within the Pensions industry, the client needed to have a partner who knew the market, but could also carry out the recruitment professionally and represent them accurately. This was a key expansion growth for the client which was of high cost in relation to company size and core to their development.
We as a company always ensure we work closely with the client to gain full understanding of the remit, structure, environment, position and focus of the role, this enables us to fully understand the requirement.
We had a time frame of 12 weeks for all roles

The Remit:

• 8 x Business Development Managers nationwide
• Compliance Manager with G60
• Admin Manager
• Financial Controller- FS Background
• Marketing Head- Auto Enrolment
• Head Of Digital Marketing - Auto Enrolment
• 4 x Implementation Consultants - Auto Enrolment
• 4 X Pension Administrators

Business Development Managers

Two consultants focused on the remit, we commenced by identifying potential candidates through researching the market, networking, using online tools to create a list of approachable individuals based on the given criteria from the client. We also discreetly advertised the role but we generally find searching the passive market is hugely more successful for the more senior roles and a mixture of advertising and targeting the passive massive gives success in the more common roles.
We had a time frame of 12 weeks for all roles, due to our links into the market with advisors and distributors along with our tools aligned for research in this market , gained through many years’ experience, we worked each region, approaching the targeted individuals until we had a minimum of 3 candidates appropriate for the roles, based on the criteria and vetted further through conversation and questioning through our knowledge. Ensuring they did not only have the relevant experience but the personality and drive to suit the clients' needs.
We needed to identify and then target companies on the EB market in all guises who may have experience in the AE market- providers, distributors, specialist software providers and even accountants for the Business Development Managers, preferably with good contacts in the IFA/EB space where they can sign them up to use the product, others were going direct to market so we had to find a mixture of the two but both capable of presenting and selling with a strong knowledge of AE and its mechanics.
We also advertised in each region, in specific, industry publications such as professional pensions and Pension careers. The main success came from direct approaches and names on our database, but we did have limited success through advertising.

Head of Digital Marketing and Financial Controller

We used a more targeted strategy as there were many FS companies around the region, we did advertise but had no success. Again we targeted relevant companies in a discreet manner to identify and discuss the opportunity, identified the most suitable candidates and presented the best 3 for each role

Admin Manager, Implementation Consultants , Administrators

For these roles, it was more role reversal, we had success through advertising and very limited direct approaches required more towards the latter end of the recruitment when 1/2 roles remained. It was a different process this time, we had to vet the cv’s which were numerous, conduct a lot more vetting phone calls for all the cv’s we received to determine the most suitable. Using our knowledge of the client and our formulated key skills document for the roles, we created our shortlists. Only latterly did we have to go and "find" other candidates from our resources.
The client had requested that we set up an interview date in each region for the Business Development managers as these were nationwide, the remainder of the roles were in South London at their head office where there was more flexibility in times/dates for interview.
All roles required experience in Financial Services and more importantly Auto Enrolment, so we had to be very specific in our search and questioning to each candidate on their experience to date and technical knowledge of Auto Enrolment.
For each role and each candidate found, we conducted a thorough phone or personal interview based on the criteria for the specific role and suitability for the client. Once we were satisfied with the candidate's suitability, we then added them to the shortlist for the appropriate role before finally presenting them in sets for each role.
Throughout the interview process, we constantly managed the process, identifying any potential issues as early as possible to manage expectations for both parties and ensure an efficient process and high success rate in interviews held to job offers.

Result

Jenson Fisher we managed the offer process, resignation process and recruited all 21 roles within the 12 week time frame, and gave post placement follow up to both clients and candidates.

Unfortunately due to current events it may be essential for you to get your CV up to date. Even more so, it is important to make yourself stand out so you can rise above the rest. Therefore, before you begin looking for suitable positions, it is important to optimise your CV.

Statistics show that recruiters take an average of 6 seconds to look over your CV before evaluating that they want to proceed. Making sure your top skills and experience shines is key to grabbing the eye of your next potential employer.

Formatting Your Content

When updating a CV, many candidates focus too much on their current experience rather than ensuring the rest of the document is still fit for purpose. The last thing you need is too much unnecessary information reducing the chances of your CV being selected. It is recommended to keep the length of it to 1 or 2 pages.

By providing information to recruiters that is clear and concise it will help improve your chances of being selected. Only provide details for the last 10 years’ worth of experience, anything longer is more than likely not relevant and is either picked up in your skill set from recent roles or not essential.

A CV is a sales pitch, showing all that you can bring to the table. Don’t be afraid to really put yourself forward by highlighting what you excel at. Recruiters like confidence, so let it shine throughout your profile.

In addition to a well worded CV, the layout can be just as crucial. A bad design will cause it to be discarded straight away. Avoid using any symbols or graphics and stick to a basic font only. The layout should consist of 3 main sections - Summary, Experience, and Education.

Think Of Real Examples That Link To Your CV

Ensure all skills and experience come with real examples when questioned. During an interview the hiring manager will pick up on different parts of your CV and get you to discuss them. By knowing how to elaborate when questioned, will allow for a much smoother experience during the interview.

Highlighting Relevant Content

Make sure to provide the correct experience and skills recruiters want to see for the role they are looking to fill. Updating your profile will details, skills, and trends relating to the industry could set you above the others. For example, if you’ve recently completed a training course that covers many topics of a certain role, this should be added.

Technology has rapidly changed the recruitment world. With hundreds of different platforms to search from, it is not always easy to find the best one for you. By focusing all your energy searching for positions on a site that may be too saturated will most likely lead you to becoming frustrated and unnecessarily wasting your time.

The information below helps categorise each benefit gained from being represented by a consultant

Recruitment Consultants Relationships With Hiring Managers

Recruitment consultancy firms are on the rise, with both companies and candidates looking to them to find the perfect fit. In recent years the mentality has changed from just filling roles to finding great candidates that will truly benefit the company.

This approach helps keep employees in long lasting positions which they enjoy, and reduces training costs for organisations. Therefore, hiring managers will connect with previously used consultants if they have provided well-suited candidates in the past. So if you are already registered with a particular agency and a great position comes along, you will be one step ahead of the competition.

Letting Someone Else Do All The Heavy Lifting For You

Life can be busy, you may have other commitments and not be able to apply for positions as frequently as you want to. With a recruitment consultant they can actively look for roles without you lifting a finger after a few simple steps. All that is required is to fill out some initial forms and have a one time interview to allow the consultant to get a feel of the best jobs you would be suited for.

There are many recruitment websites out there and it can be confusing which is best for what you require. A consultant is used to working long hours to sieve through all networks to locate the best jobs available.

Finding The Position Where You Can Prosper

The majority of recruitment consultants take pride in really understanding HR managers and candidate’s needs. Each candidate is listened to carefully, to gauge multiple different factors. This includes getting to know their personality to see if it relates to a particular company culture. Furthermore, by understanding your goals and aspirations, for example if you’re strongly looking for internal career progression, a consultant will take this into consideration to find an organisation

that is known to offer this factor. Candidates will no longer be overloaded with emails for roles that do not match their close specification, saving a considerable amount of time.

Putting You Into The Spotlight

Consultants will gain greater knowledge of you, beyond just looking at a CV. With all this additional information they can pitch you in high-regards to hiring managers to allow you stand out from the crowd. This includes aspects that aren’t necessarily mentioned in the job description but would greatly benefit the company, such as work ethic, people skills, attendance and much more. 

Understanding Where You Stand In The Market

It can sometimes be difficult to know what type of salary and benefit package you could ask for to stay competitive and not dissuade potential employers. If you pitch yourself too low, you could miss an opportunity to sell your skills for what they are really worth. Finding the sweet spot of not underselling yourself or pricing yourself too high can be hard.

This is where a recruitment consultant comes in. They are experts that usually focus on a certain field so know exactly what you should be asking for. Therefore, when negotiating with an hiring manager for the salary expectations you want, you will feel more confident and be one step closer to securing that position you desire.

Enhancing your interview skills

Interviews can be somewhat nerve racking for a lot of candidates. Helping you prepare for one is essential for showing an employer all you have to offer. To help you practice, a recruitment consultant will be there to provide fake telephone and face to face interviews to improve your interviewing skills to exactly what the hiring firm is looking to see.

The recruitment process usually consists of two face to face interviews. The first will consist of general information about yourself and your previous employment history. Secondly, the next interview will be more in depth and will require great knowledge of what you will bring to the organisation. Knowing the type of questions that will be thrown your way is crucial to prepare your reply.

Insight Into the Market

A great relationship with a consultant can provide broader knowledge of the market you are applying in. Whether that be changes in salary expectations or sought after skills, there are many advantages to this professional relationship.

If the consultant has previously worked with a company by supplying them with suitable candidates, more than likely they understand the company’s specific requirements. This information provides further insight to knowing if the role is right.

Expect Support Until You are Hired

Consultants are only paid for their services once the candidate has been offered and accepted the role. This means throughout the process the recruitment consultant is focused on providing continuous support and necessary resources until you are happily working in your dream job.

Deciding to change jobs can be a hard decision for a lot of people. If you have decided to take the jump into uncharted waters leading to applying for positions in other companies, there is more than likely an important reason. By going through the process of attending many different interviews to find one that meets your requirements and offers you the role is time-consuming. However, if you are faced by a last ditch attempt to keep you by a counter offer from your manager, it could confuse your next step. Salary is important, although there are usually other factors to take into consideration before you move forward.

There Must Be An Important Reason You Want To Leave

It is crucial to be happy where you work, as you will be spending a lot of your time there. By receiving an offer from a new role you must feel comfortable enough to want to take it, therefore it must meet all your requirements and be a step-up from where you are currently employed. Whether that be a team you can easily fit into or helping you to reach other goals, you chose this company for a reason.

Hard Work Only Noticed When Leaving

A counter offer shows that you are way more valuable than your current salary. Being unnoticed highlights your talent being taken for granted, and if you stay this could continue until you threaten to leave again.

Your Boss Could Treat You Differently

From letting your boss know you have received another offer you are effectively saying you feel there are many better opportunities elsewhere. Accepting the counter offer will leave you in a different environment where colleagues and management may be less trusting. Furthermore, any future pay rise may be deducted due to the salary increase received from the counter offer.

Leaving The Organisation Will Come Sooner or Later

Research has proven that 80% of employees that have accepted counter offers will leave the company within 9 months. This is due to the underlying reasons still being present and creating an unhappy work environment. Salary is important, however satisfaction at the workplace is more so.

Other Companies Opinions

The offer received from another company highlights their interest in you. They have spent valuable resources to reach the stage of offering you the role. By turning the offer down, it shows a lack of loyalty to the company. Therefore, if your paths cross in the future, the reputation you have gained can create hurdles.

All situations are different. There may be more advantages for you to take the counter offer, but consider all points discussed before making a decision. The last thing you would want to do is accept the offer, regret it, and start looking for a new role all over again.

Hillcrest Housing Association recently used Jenson Fisher to help fill the role of a Management Accountant for the Hillcrest Group of Companies. This was the first time we had engaged with Martin Crines and Jenson Fisher, however, after the initial meeting, Martin gave me the confidence that he would source the right candidate for the Group.

He took the time to understand more about the Hillcrest Group, the demands of the role and what key skills were required for the position. It was clear from the start that Martin was trying to source the right candidate for the position.

I was very impressed with the level of communication between Martin and myself and the work undertaken by him to source the right candidate. The position was filled within 2 weeks from the date of the initial meeting to the candidate being interviewed and appointed.

I would have no hesitation in recommending Jenson Fisher to any business that is recruiting. The process was seamless and the service provided was to a very high professional standard from beginning to end.

A Big Thanks Amy!
Thank you for helping out with a candidate for our site in Dundee. You have been helpful, accommodating and extremely professional at every stage. The calibre of candidate has been very strong and I feel you took the time to understand our needs, interview the proposed candidates and offer best recommendations. We' re very pleased with the candidates you put forward and hope Jeannie settles into the role well.

In the event we need another candidate in future, we will definitely come back to you for help.

Thanks again!

Martin Crines from Jenson Fisher worked with PKAVS to help us recruit our new Finance Manager.

First and foremost, Martin focused on ensuring he understood the role and the kind of person we needed to lead our Finance team/function, which meant he could effectively sell the role to prospective candidates. Martin was sensitive to our need to fill the post in a short timescale and provided us with a number of excellent candidates extremely quickly. Martin was very customer focused, always keeping in touch and ensuring effective engagement between PKAVS and the candidates. The outcome was that we recruited an excellent candidate with all the relevant skills, knowledge and experience we required.

I have no hesitation in recommending Martin Crines as a thorough, diligent and extremely helpful recruitment partner.

I have found the approach and service provided by Jenson Fisher to be outstanding and refreshing compared to other recruitment agencies. They took the time to understand our company and its requirements and became like an extension of our business. Their bespoke approach was honest, very flexible, fair and excellent value for money.

We had been considering a change to our accounting processes / team for a couple of years and, despite not having actually contracted with them, Martin from Jenson Fisher was in regular contact offering advice and support. He provided advice on skills required and time analysis of regular accounting / bookkeeping tasks which allowed us to fully assess the competency and efficiency of our current team.

When the time came to implement the changes Jenson Fisher, within a very short time period, were able to provide appropriately skilled temporary cover which then developed into a full time appointment.

Our relationship with Jenson Fisher has been very different from that I have experienced with other agencies. I felt that they took the time to find a solution that suited our company, offered terms that were fair and transparent; they were very responsive to queries and requests and always delivered what they said they would.

I have no hesitation in recommending Jenson Fisher to any business that is considering recruiting new team members or developing their business. By involving them early on in our plans and because of their expertise in the sector we have a much better result and a higher skilled team than we would have trying to recruit through other agencies or online recruitment sites.

Thank you for your excellent work on out project, I really didn’t believe we would get to where we are in the time we had. Please find below a testimonial for you to use as required:

“We had a very tight timescale with very specific requirements to be met, not thinking it would be achievable we started working on a contingency plan. From the first meeting with Martin I was put at ease, his knowledge of the finance sector was clearly going to be an advantage. We received a shortlist within a week, that list were all capable of doing the job and that left us with the task of just picking from the cream of the crop. We offered and have the perfect candidate starting with us within our timeframe. We are delighted with the professionalism and efficiency from Jenson Fisher”

I will have no problem in using Jenson Fisher again and recommending you to anyone that may need a finance role filled.

Angus Soft Fruits Ltd recently used Jenson Fisher to recruit a Management Accountant for a newly created role.

This was the second time we had engaged with Martin Crines and Jenson Fisher to fulfil our recruitment needs. On both occasions Martin has identified suitable candidates for us to interview.

From the outset, he took the time to understand the role and what key skills and experience were required. Throughout the process Martin was in regular contact and the post was filled very quickly.

I would not hesitate to recommend Jenson Fisher to any business that is recruiting. The process was seamless and professionally delivered to a high standard from beginning to end.