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client services

Our services are geared to accessing the skills you need to make the impact on your business to achieve your goals and objectives.  

We are passionate and committed towards providing you the service you require and demonstrate that we are the recruiting partner that will pull it all together for you.

The range of services we offer depend on your needs, urgency and the process that you wish to engage.

Retained Recruitment Solutions

This service is utilised by the majority of companies we work with as it has the most impact and dedicated resources especially if the talent you wish to access is not readily available in the market. This service entails a three payment process stage one at agreement, stage two at submission of the short list and the final stage at offer and acceptance by the candidate. In return we will offer and deliver:

  • Within the first week of acceptance of the Search we will speak to all of the decision makers (DM’s) involved in resourcing the candidate. Complete the full Needs Analysis Profile for the talent required. Submit and agree a Time Plan outlining all key stages in the process i.e. submission of short list, interview dates etc; the target list of companies to approach and role related questions for the Personal Career Assessment.
  • We will conduct weekly update calls on the progress of the Search and discuss benchmark candidates and agree interview dates on these calls. We would expect to speak to between 50 and 150 candidates depending on the challenges of the Search i.e. scarcity of skills, location, complexity of the role. We would expect to interview between 8 and 14 people for the position.
  • A key differentiator for our process is the submission of the shortlist, this includes their CV and our Interview Summary which is supported by their PCA; a document which is provided by every candidate and a great tool to support your interviewing of them. It highlights all the main areas you wished the candidate to demonstrate in terms of skills, experience and personal attributes.
  • Another differentiator is the prep and debrief we conduct at each stage of the interview process.  By ensuring that both parties are aware of all discussions that have taken place including highlighting concerns on either side we ensure that the meeting is very productive and your first meeting with a potential hire feels more like a second meeting.  This process ensures that you can find the talent you require from a two meeting process.
  • We will facilitate all salary negotiations at every stage ensuring that there are no surprises for anyone thus ensuring that you get the person you wish within the agreed budgets.
  • During the candidate notice period we will speak to them regularly to ensure there are no hiccups along the way and where necessary encourage further meetings with you to ensure no ‘counter-offer’ occurs.
  • Once again during their first three months with you we will speak to your new hire regularly to make sure things are going smoothly with their induction and ensuring any concerns are highlighted to you so they may be addressed quickly.
  • At the conclusion of the search we will meet and present our Post Search report this includes key data in relation to perception in the market place, salary information etc. We will also ask you to complete a survey in order to ensure we are continuously improving the process and services we deliver.
Contingency Recruitment Solutions

This process works well if after our discussions it’s clear that this is the most effective solution for your company at this stage in your process or if we have brought an Impact Player to your attention who you believe will add value and you would like to meet them to discussion options. On occasion this may be when there is no head count approval but this talented person could be the right for the business to achieve your goals and objectives.

In either case our fee is only payable once an offer is accepted by the candidate. If we run a contingent search we will either:

  • Within the first few days take a Needs Analysis Profile from the main Decision Makers (DM’s)
  • Within the two weeks we will approach 25+ potential candidates from our Talent Network qualifying them against key questions in relation to your role.*
  • We will submit the suitable candidates with supporting Candidate Synopsis and agree suitable interview times.

Or

  • If you are interested in meeting our Impact Player (IP) we will take an outline of the Needs & Challenges thus ensuring we can interest in the IP in meeting with you to discuss the role.

This following process applies to both options for contingent search :

  • A differentiator we have is the prep and debrief we conduct at each stage of the interview process.  By ensuring that both parties are aware of all discussions that have taken place including highlighting concerns on either side we ensure that the meeting is very productive and your first meeting with a potential hire feels more like a second meeting.  This process ensures that you can find the talent you require from a two meeting process.
  • We will facilitate all salary negotiations at every stage ensuring that there are no surprises for anyone once again ensuring that you get the person you wish within the agreed budgets.
  • We will conduct regular customer care calls during their notice period and their first three months with your organisation ensuring that all parties are happy.

*Note: If after this stage we find that there are no suitable candidates we will discuss with the main Decision Maker the reason for this which maybe scarcity of skills, location of the role, salary and benefits on offer or complexity of the role. We will advise of the companies we’ve approached the talent we’ve spoken too and agree what a process that will deliver the right result.

Interim / Temporary Solutions

On occasion business needs require either a project to be delivered or an internal move that results in a need for a highly talented individual to be added to the team on a 6 to 12 month period we can offer this type of talent directly from your market place. 

This type of person is usually a seasoned professional with many years of demonstrable experience. They will have delivered on key projects that will have a major impact on the business objectives and goals however they may only be required to start or implement the project after which your team can take over the operation and run things well.

This type of person can either be employed by your direct and you pay us an introduction fee or they can be employed by us and you pay us a weekly or monthly fee.

Profiling - Personality Assessments Tools

We have access to wide variety of tools to support your need for this service via MRINetwork.  These tests include but are not limited to:

  • Personality Evaluation
  • Sales Ability
  • Management Ability
  • Team Skills
  • Profiling for Management

These are conducted via reputable organisations such as SHL, Profiles, SPQ, Caliper, Drake etc. Profiling techniques such as these are great tools, however they should only be used to support your decision and not as an exclusive decision maker.

For more information, please contact us at info@hillgroup.co.uk

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Sandra Hill
Managing Director

Since 1984 Sandra has specialised in placing a variety of Executive and Senior Management posit ... more»

Rebecca Hill
Head of Aircraft Interiors & Aerospace Composite Materials

Since 2010, Rebecca has worked as our Client Relationship Manager and has worked in our Aerospace Di ... more»

Kate Wilson
Operations Director

Kate joined The Hill Group in 2004 and celebrated her 10th Anniversary in April 2014.  Kate ori ... more»

Amy Bates
Office Manager

Amy joined The Hill Group in February 2014 as our Administrative Assistant and within less than six ... more»