Wellmeadow Recruitment Magazine Issue 1

out how to motivate your
Find
in order to get the best out of
employees
why a successful recruitment
Read
is one that increases
process
the concept of
Explore
branding and how
employer
ISSUE NO1
RECRUITMENT
B U I L D A N A M A Z I N G T E A M
ENGAGEMENT RETENTION BRAND
your team
retention rates through inspiration.
you can apply it to your firm.
wellmeadow

Buckle
Richard
Richardson
Andrea
Disclaimer
information in this
The
is provided for
publication
only and
information
not be considered
should
advice. While every
as
has been made to
effort
that information is
ensure
at the time of
correct
to print,
going
Limited
Wellmeadow
be held
cannot
for the
responsible
of any action or
outcome
based on the
decision
contained in
information
4
Us About
6
Philosophy
Our
insight into how we work and
An
we stand for.
what
8
Process
Our
benefits of a structured
The
to recruitment.
approach
importance of engaging your
The
employees.
20
Don't Just Hire, inspire.
Article:
to recruit and then
How
inspired employees.
retain
22
The Challenge of Employer
Article:
for SMEs
Branding
to make your employer brand
How
RECRUITMENT| ISSUE NO. 1
wellmeadow
CONTENTS
16
MOTIVATE TO CULTIVATE.
20
DON'T JUST HIRE, INSPIRE.
21
SME EMPLOYER BRAND CHALLENGE.
Who we are and what we do.
CONTRIBUTORS
16
Motivate to Cultivate
Article:
Stephanie Antrobus
work for you.
this publication.

short magazine started life as a small, A4 three-fold
This
However, the more we discussed our various
leaflet.
on how to build an amazing team, it became clear
views
we were going to need to put together something a
that
hope that it gives you a flavour of how Wellmeadow
We
recruitment and talent management.
approach
people
Many
think
is
recruitment
about filling
just
position. Here
a
Wellmeadow
at
website at
our
www.wellmeadow.co.uk
WELCOME
focus of this issue is on recruitment and the
The
of getting it right. It introduces the
importance
approach and the benefits of of a
Wellmeadow
process to managing recruitment and
structured
selection.
little bit more comprehensive!
we disagree.
R I C H A R D B U C K L E
find out how we could
To
your business visit
help
Thanks for reading.
Director
| 1

83
our clients
Of
used us
have
%
again
| 3

started in 2010 as a
Wellmeadow
of wanting to provide SME
result
with a different approach
businesses
consulting. The focus is still as it
to
when we started – analytical
was
hands-on approach and
insights,
sets us apart from other
What
firms is that our approach
consulting
designed specifically with SMEs in
is
We know that often the
mind.
on progress for many
constraint
is having people around
businesses
2012, we were asked by a client to
In
them recruit a Commercial
help
Using our experiences from
Director.
sides of the interview table, we
both
about developing a recruitment
set
The outcome we were
process.
for was an analytical and
looking
approach to
quantifiable
that maintained a
recruitment
throughout.
human-touch
the years this has evolved into
Over
it is today, a structured
what
process the provides
recruitment
to both clients and candidates.
value
RECRUITMENT| ISSUE NO. 1
wellmeadow
ABOUT US
exceptional client care.
who are good at “getting stuff done”.

we think determines how we
How
At Wellmeadow we think that
act.
integrity, reliability
trustworthiness,
creativity form a good foundation
and
building relationships. These
for
are lived out on a day-to-day
values
through doing what we said
basis
do, going the extra mile and
we’d
our clients and ourselves to
pushing
innovative solutions.
deliver
recruitment philosophy is simple;
Our
want to make sure that our
we
and that candidates get
candidates
best possible experience. This
the
is reflected in our
philosophy
which is quite different
approach,
a typical recruitment agency.
from
have used the understanding that
We
come from our years of working
has
SMEs to produce a process that
with
quality driven and respectful
is
all involved.
towards
what do the statistics say? Well,
But
our first job in 2012, we have
since
candidates in 35 roles, 87% of
placed
are still in post today.
which
RECRUITMENT| ISSUE NO. 1
wellmeadow
OUR PHILOSOPHY
clients get the best possible

ecruitment process is split into four
Our
to support you every step of the way.
stages
process
Our
to give
strives
clients the
our
service
best
the and
the
candidates
recruitment process has
ur
designed to manage each
been
of recruitment and
stage
selection.
O
best
experience.
to help determine the
methods
candidate rather than rely
best
aim to provide the best
We
service to our clients. We
possible
that to achieve this
believe
should benefit from a
candidates
high-quality process
respectful,
provides detailed feedback
that
defined, documented
Our
process takes
recruitment
70-100 hours to
between
However, don't
complete.
we do most of the
panic,
work!.
this we want you to
Despite
in control of the
remain
process. As such, we
whole
regular reviews with
hold
to ensure you're happy
you
the progress we're
with
at each stage of the
making
process.
are designed to
These
that you are getting
ensure
to the best possible
access
of candidates.
choice
also help design and
We
assessment
facilitate
to ensure that
centres
candidates are
short-listed
wellmeadow
RECRUITMENT| ISSUE NO. 1
OUR PROCESS
Our Service:
aim to apply analytical
We
and quantitative
insights
on solely on "gut feel".
up to the job..
you're looking to
If
an amazing
build
why not give
team
call to find out
us
more...
their application and
on
performance.
have several stages of
We
screening,
candidate

| 7
LAWRENCE BOSSIDY, GE
YOU BET
ON PEOPLE,
NOT
STRATEGIES

UNDERSTANDING
TEAM
YOUR
RESPONSE
MANAGEMENT
provide timely,
We
responses to
personalied
ensuring that
applicants,
treat candidates with
we
and represent your
respect
professionally.
company
ADVERT
TAILORED
APPLICATION
AND
we will consult
process,
you on progress and
with
CAMPAIGN
MANAGEMENT
role-speciific
bespoke,
questionniare.
CAMPAIGN
MANAGEMENT
ESTABLISHING
REQUIREMENTS
1
1
2 3
PROCESS
first phase of the
The
is to
process
provide as much
We
as is
assistance
advertise on the most
We
online job
popular
the detail of
establish
requirements, and
your
to define
required
role, the person
the
and ask all
boards
to complete a
applicants
the current
understand
dynamic.
team
and the
specification
advert. job
5
4
CLIENT REVIEWS
ensure that you
To
in control of the
are
candidate pool at
the
intervals.
regular
| 8

APPLICATION
SCREENING
the pre-agreed role criteria.
against
candidates are selected to form
Suitable
long list which is then reviewed with you.
a
changes can then be made before
Any
LIST
SHORT
PSYCHOMETRICS
LONG LIST
TAILORED
INTERVIEW
RECRUITMENT| ISSUE NO. 1
wellmeadow
CANDIDATE
SCREENING
REVIEWING
APPLICATIONS
1
2
2
use custom-built questionnaires along
We
CV screening to assess candidates
with
finalised long list candidates take
The
in a tailored phone interview
part
measure there suitability for the
to
role "off-paper". The results
specific
then reviewed with you to
are
your final four candidates
determine
to short list.
proceeding to the next stage.
3
profiles are used to provide
Psychometric
deeper understanding of the
a
profiles of short-listed
behavioural
These profiles are explored in
candidates.
depth as part of the assessment
more
centre.

GREAT
VISION
WITHOUT
GREAT
PEOPLE IS
IRRELEVANT
COLLINS, GOOD TO
JIM
GREAT
| 10

CENTRE
ASSESSMENT
AND
DESIGN
Typically these are held
requirements.
your premises and involve:
on
facilities)
the
Interview
CV-based
Study (to suit the role)
Case
Tests
Aptitude
MAKING
DECISION
ASSISTANCE
RECRUITMENT| ISSUE NO. 1
wellmeadow
CANDIDATE
SELECTION
ASSESSING
CANDIDATES
3
1
2
ATTENDANCE
deisgn an assessment
We
to suit the role and your
centre
can help facilitate a
We
review and analysis of
comprehensive
the candidates as part of the
all
centre.
assessment
Introduction to the
An
(usually with a tour around
company
is usually performed with all the
This
present. The ability for
interviewers
involved in the interviews to
everyone
on all the candidates is very
reflect
Interview (based upon
Behavioural
psychometric profile)
the
to the decision-making
beneficial
process.
each interview takes 45 minutes
Usually
is conducted by two people.
and

87
candidates are
Of
in their role
still
year later
one
%
| 1 2

OFFER
MANAGEMENT
OFFER
COUNTER
COACHING
TO SIX
THREE
REVIEW
MONTH
role as a part of their onboarding
their
to gauge how they are
RECRUITMENT| ISSUE NO. 1
wellmeadow
CANDIDATE
SUPPORT
FINALISING
EMPLOYMENT
1
4
2
take care of contacting all the
We
and informing them if they
candidates
a counter offer be made, we can
Should
our experience of counter-offer
utilise
been successful or not. We can offer
have
with contract negotiations and
support
to guide the candidate through
coaching
process.
the
provide feedback to candidates on
also
application and performance.
their
4
3
REFERENCING
contact work referees supplied by the
We
to obtain in-depth references
candidates
can meet up with the successful
We
three-to-six months into
candidate
support their suitability for the
to
We can also conduct the necessary
role.
in to the validity of academic
enquiries
professional qualifications where
and
in and to feed back to you any
settling
raised.
insights
appropriate.

used Wellmeadow for the recruitment of a
“We
of senior roles within our business. We
number
impressed with their process to help
were
the role, manage the selection of
define
candidates to interview, and the
suitable
and implementation of an assessment
design
All of our directors were involved in
centre.
aspects of the assessment centre
different
helped us to form a much clearer view of
which
candidate’s capabilities before making a
each
Many of the candidates also
decision.
that they had enjoyed the process.
commented
happily recommend Wellmeadow to any
I’d
looking for a professional, personal
business
analytical approach to recruitment and
and
selection”
Aston
Glenn
Director
Managing
Centric
People
thanks for
"Many
detailed
the
it is so
response
to see
refreshing
a positive
such
people centric approach
and
the process. So very rare in
to
A shame I did not
recruitment.
through, but that is life."
get
fact that you have given a
The
response and
personalised
are open to a follow up
then
from those who choose to
call
so is enough in my view
do
is very welcome in the
and
climate of automated
current
and lack of
responses
found the
"I
whole
experience
I invaluable,
a lot
learned
myself and that great
about
exist for my own
opportunities
development. I found
personal
of your staff very
all
courteous and
professional,
WHAT OUR
CANDIDATES
HAVE SAID:
Personalised
Response
PRAISE FROM OUR
CLIENTS
think the
"I
you've
approach
is perfect.
taken
I was doing
When
it, we would call
but there is a big
everyone,
between calling 12
difference
who have been head
people
and 150 people who
hunted
have responded to an advert!
individual contact."
Professional
Welcoming
and
most welcoming."
| 1 4
Ultra Furniture Limited

75
hours
Average
spent on each role
76number of
Average
applicants per role
| 1 5

YOUR EMPLOYEES SO YOU CAN
MOTIVATE
DISENGAGEMENT AND INCREASE
REDUCE
energy trying to
“Expending
people is largely a waste
motivate
management books). He
read
on to say that the key to a
goes
business is to ensure
successful
have the right people “on the
you
who should be selfmotivated.
bus”
The key challenge to
many businesses
Historically,
to the management
subscribed
and/or punishments, they
rewards
be motivated to do what
would
senior team wanted. This may
the
worked at a certain point in
have
and for a particular type of
time
However, more recently
work.
scientists have found
behavioural
for many people this “if-then”
that
of reward (or punishment)
form
not always produce the
does
of employee motivation
levels
In fact, in many studies,
expected.
type of rewards have
“if-then”
to be detrimental to
proven
motivation. For many
participant
the view of what
businesses,
employees is lagging
motivate
the science. Today there
behind
also a number of social,
are
and technological
economic
of which managers should
factors
aware, as they may well have
be
impact on levels of employee
an
motivation.
work/life balance
The
of Millennials and
expectations
Z are different to that
Generation
Generation X and Baby
of
and consequently there
Boomers,
be different motivational
will
The idea of a “job for life” is
drivers.
by and large consigned to
now
history books as people look
the
new and more exciting
for
and opportunities.
challenges
advances have
Technological
in a massive amount of
resulted
being available at our
information
automated
Additionally,
are increasing taking
processes
range of industries (e.g.
wide
data processing,
manufacturing,
etc.). In amongst this
legal,
shift of external factors
paradigm
today’s businesses,
impacting
are increasingly
managers
to recruit and retain
looking
motivated people to
highly
a competitive
maintain
advantage.
Dan Pink’s book, Drive, he
In
what the science is
explores
about the key drivers of
saying
behaviour and what
human
intrinsic motivation.
verses
motivation is the term
Extrinsic
structures,
(commission
compliance, etc.). This
regulatory
the typical “if-then” type of
is
(e.g. if you sell X you get
reward
or carrot-and-stick motivation.
Y)
this has its place, it also
Whilst
a number of downsides as it
has
lead to a culture of “I’m only
can
to do it if I’m paid to”. As
going
parent who has paid their
any
to tidy their room knows,
child
them to do it for free
getting
intrinsic motivation
Conversely,
upon a values-driven
focusses
where the reward an
system
seeks is often found
individual
RECRUITMENT| ISSUE NO. 1
wellmeadow
MOTIVATE TO
CULTIVATE
that were simply not
possibilities
to previous generations.
available
the roles that people
over
undertook across a
traditionally
THE QUALITY OF YOUR OUPUT.
time” writes Jim Collins, author
of
Good to Great (one of the most
of
and managers is to then
leaders
that their actions don’t de-
ensure
motivate their employees.
that, provided employees
theory
given the right mix of
were
employees'
expectations are
increasingly
rising
us to get out of bed in
motivates
morning. A key distinction is
the
concerning what is
made
extrinsic motivation
termed
to describe motivation that
used
from external sources
comes
next time is not so easy!
fingertips, opening up career
within doing the task at hand.
does/doesn’t

RECRUITMENT| ISSUE NO. 1
wellmeadow
ECRUITMENT| ISSUE NO. 1
WEST, LUXOR AND
RENEE
HOTEL
EXCALIBUR
YOU CAN HAVE THE
BEST STRATEGY AND
THE BEST BUILDING
IN THE WORLD, BUT
IF YOU DON’T HAVE
THE HEARTS AND
MINDS OF THE
PEOPLE WHO WORK
WITH YOU, NONE OF
IT COMES TO LIFE.

not to say that financial
That’s
is not important but for
reward
people there is an internal
many
to “do a good job” or to
drive
the joy of overcoming a
experience
problem with a
challenging
solution. Employee
creative
are increasingly rising
expectations
regard to the challenges they
with
seeking in the workplace. In
are
Pink identifies and examines
Drive,
critical elements of
three
and cultivating intrinsic
developing
namely, autonomy,
motivation,
and purpose. These are
mastery
three interesting attributes
indeed
consider when looking at
to
or developing your talent
recruiting
these in reverse order,
Taking
the following; Does your
consider
the response was “helping
doing,
put a man on the moon” – a
to
example of an employee
clear
with a purpose greater
identifying
you allow time and space for
Do
employees to become
your
of what they do? Is there
masters
time dedicated to
sufficient
sharing and passing on
learning,
within the business? It
knowledge
time to create a culture that
takes
continuous learning and
fosters
but it can be an
development
that pays dividends in
investment
future. Mastery is applicable at
the
level within an organisation
every
the board room to the shop
from
Encouraging employees to
floor.
better at what they do and
get
them to add value to the
helping
(at all levels) is a powerful
business
driver.
motivational
a client was expressing
Recently,
that their employees
frustration
It was quickly identified
results.
the level of autonomy, (i.e. the
that
A work environment that wants
to.
create a more autonomous way
to
going to have to think harder
are
how they meet a growing
about
from employees for more
demand
lifestyle-orientated
flexible,
conditions. Results-only
working
environments (as opposed to
work
more traditional 9-5 set-up) may
a
be few in number but are
still
to increase in popularity over
likely
time.
summary, business owners and
In
managers need to think
senior
and hard about how they
long
to motivate their employees.
want
employees are likely to
Motivated
more productive, happy and
be
when a company is
Consequently,
to produce a culture that
able
fulfilled in their work.
pool.
do you allow
time and space
for your
employees to
become masters
of what they do
have an overarching
business
of purpose that employees
sense
prospective employees) can
(or
to? Without a compelling
relate
that employees can
purpose
with, the likelihood is that
identify
staff will just come to work
many
the money. On visiting NASA,
for
Kennedy asked a man
President
the floor what he was
sweeping
took the initiative and had to
rarely
constantly chased to produce
be
to have control over how we
desire
that was being given to
work/live)
employees in this situation was
the
This was creating a
minimal.
where employees expected
culture
to do everything and
management
didn’t trust the
management
to get stuff done. By
employees
employees more control
giving
their work (e.g. home working,
over
hours, and increased
flexible
to promote and market
freedom
business) the culture is
the
more results focussed
becoming
management having to
without
people as hard as they used
push
working is going to require a
of
level of trust on the part of
high
managers and employees. In
both
workplace, more businesses
today’s
the elements of intrinsic
fosters
it stands a better
motivation,
of creating an
chance
that is attractive to
environment
existing and potential
both
employees.
One final
thought, with all
the goodwill in
the world, if
someone needs
you to motivate
them, you
probably don’t
want to hire
them.
than his individual role.
| 1 8

O W F A R A R E Y O U
H
O I N G T O A T T R A C T A N D
G
E T A I N T H E B E S T
R
A N D I D A T E S F O R Y O U R
C
statistics are against us: 75% of
Recruitment
experience difficulties in
organisations
You feel under pressure to recruit
business.
you start going through the motions: you
so
Over the next few weeks you
agencies.
CVs, conduct interviews and finally
review
an offer to the best available
make
But are they really the best fit for
candidate.
too often companies simply stumble in
All
recruitment. Yes, they are trying to fill a
to
but are they creating a coherent team,
role
they sharing a vision, are they setting
are
apart as an inspirational place to
themselves
that attracts the best people?
work
RECRUITMENT| ISSUE NO. 1
wellmeadow
DON'T
JUST HIRE,
INSPIRE
(Hays, 2015), retention of senior
recruiting
and directors is increasingly
managers
(CIPD, Hays 2013). It’s time to take a
difficult
at what you are doing to inspire your
look
and new recruits and beat the
potential
statistics…
just accepted notice from one of your
You’ve
managers at a busy time for your
key
together a job description, place an
cobble
online, perhaps you alert a couple of
advert
your company, and if not why not?
C O M P A N Y ?

successfully recruit you
To
a well thought out
need
that begins with
process
you present your
how
brand. There are
employer
of jobs on line
thousands
what is going to make a
so
apply for yours?
candidate
makes you
What
What are you
different?
to create as a
trying
How can
company?
inspire a candidate to
you
to work for you?
want
you are clear about your
If
and your culture as a
goals
you are more likely to
firm
clear about the person
be
are looking for. You’ll
you
have a list of key
probably
skills and
experience,
that are
qualifications
in an applicant
inherent
a generic job
for
but what
description
the competencies
about
candidates that make
of
the right fit for your
them
Do you look for
company?
ability to innovate, to
the
to empathise?
strategise,
you encourage
Do
or prefer those
autonomy
will strongly integrate
who
look to your current
you
you should be able to
team
out the attributes that
pull
them inspirational to
make
with: that's what you
work
to tell people about.
need
is involved in the
Who
can have a real
process
on how the firm is
impact
at interview. How
presented
of the senior team do
many
involve in your
you
processes for
recruitment
The simple truth
managers?
that the more of the board
is
senior team that is
or
the more
involved,
and confidence
agreement
is in the candidate
there
is chosen, and the
who
the buy-in from the
greater
recruit. This is
new
true where the
particularly
team is displaying
senior
in the
consistency
of that all-important
sharing
vision. If the
company
don’t feel
candidates
by the senior team
inspired
meet they are certainly
they
important point to
An
is that the
remember
process doesn’t
interview
at offer or start date
end
in fact can even
but
past the
extend
period for
probationary
parties. The new
both
has to prove their
recruit
and likewise the
worth
needs to give
company
that the
confidence
has made the
employee
choice in joining the
right
An effective
organisation.
thorough induction
and
goes a long way
procedure
this. Again, the
towards
process should
induction
a reflection of your
be
vision, the
company’s
goals and
shared
“the way we
importantly
things around here”. If
do
want your employees
you
behave in a certain way
to
assist in meeting your
to
you need to
objectives
that out to them at
spell
first. the
is a current
“On-boarding”
that refers to
buzz-word
sure that those
making
new recruits
promising
you put so much
that
in to recruiting are
effort
to stay with you past
going
first few months.
the
the right amount
Offering
support to new starters
of
be crucial to their
can
According to
experience.
Wynhurst Group, new
The
taken through a
recruits
on-boarding
structured
are 58% more
process
to be with a
likely
after three years.
company
need to be
They
to the right
introduced
have their work
people,
and
acknowledged
where
praised
they may be
appropriate,
a mentor, they
assigned
be treated with
must
and you must
respect,
that level of
maintain
that you
inspiration
during the
instilled
companies who
Those
in building the
succeed
teams are those who
best
thought in to their
put
have a clear
process,
of who they want
picture
hire, are making efforts
to
improve and
to
their
communicate
brand. What
employer
you be doing to make
will
next recruitment
your
the most
process
yet? What can
successful
recruiting phase.
you do to inspire?
likely to want to move
less
in the process.
forward
with a close-knit team? If
| 2 0

a leaf out of the multi-national book
Take
stand out against your competition as
and
recent years there has been
In
increasing amount of talk
an
employer branding. For
about
not familiar with the
those
Amazon, L’Oreal,
PWC,
In all likelihood, even
Starbucks.
of those companies, you will
one
able to make a comment
be
what it is like to work for
about
least one of them. Employer
at
is the process via
branding
a company makes itself
which
to its target group of
attractive
those people who it
employees,
earmarked as having the
has
qualities to help the
necessary
achieve its strategic
company
objectives.
employer branding is
However,
only in the domain of the
not
If you think
multi-national.
the employers in your
about
area or in your industry,
local
will surely be able to identify
you
who are most successful
those
promoting themselves as
in
of choice. Perhaps
employers
a law firm that sets itself
there’s
as the most prestigious
apart
work for in the town, a
to
company
manufacturing
for its flexible hours
known
high staff retention, a
and
company reputed to
technology
as an SME is it possible to
So
your employer
improve
without the huge
branding
available to multi-
budgets
The following are
nationals?
simple, cost-efficient yet
some
measures that you can
effective
in place:
put
consistently. Be
Communicate
about the sort of company
clear
you are and want to be.
that
what sort of people
Question
want to attract. Think about
you
makes you different from
what
employers in your area or
other
industry.
brand but if you don’t put
your
in to practice no-one will
it
it. However, if you treat
believe
employees accordingly
your
will be your brand
they
ambassadors.
the word. How are you
Spread
your website and social
using
Are you telling people
media?
how you treat your
about
the new people you
employees,
attracted, your attrition
have
How are you
rates?
the benefits of
communicating
recognised. Gaining an
Be
such as Investors
accreditation
People formalises and
in
your position as an
publicises
of choice. Likewise
employer
can maximise in the
you
afforded by applying
publicity
local or national awards in
to
such as employer
categories
or employer of the year.
brand
positively. Making steps
Recruit
ensure a positive candidate
to
in your recruitment
experience
goes a long way to
process
your desired top
recruiting
According to expert,
talent.
Minchington, “Focus on
Brett
experience and
the
THE CHALLENGE OF
EMPLOYER
BRANDING FOR
SMES
wellmeadow
RECRUITMENT| ISSUE NO. 1
to what's motivating your
Listen
Learn from the team
workforce.
you have grown. Develop
that
for internal feedback
systems
valuable lessons in your
for
brand.
employer
what you say you're going to
Do
It’s all very well defining
do.
employers of choice.
of the employer brand
concept
is helpful to use a few
it
companies as
example
Google, Apple,
illustrations:
you have no first-hand
if
of employment at
experience
Your brand is what
people say about you
when you're not in the
room
with you, how you are
working
towards the health
contributing
wellbeing of your
and
what you have
employees,
achieved in the community?
award swift promotions.
engagement will follow,”

T ' S T I M E W E
I
A L K E D . . .
T
unless of course you already have the perfect
senior team. However, if you feel like you're
pedaling uphill, we'd love to hear from you so that
we can start to talk about building your amazing
team.
Phone: 01743 367671
Email: recruitment@wellmeadow.co.uk
W W W . W E L L M E A D O W . C O . U K / B U I L D - A N - A M A Z I N G - T E A M