By the end of the second interview, we felt that we knew the candidates well. We had all the personality, competency and behavioural evidence we needed to make a robust decision. ... It was a very successful, very streamlined process from start to finish.
The Client and Their Requirements
Our client, The Marketing Eye, is the UK’s foremost marketing agency supporting lenders and other leading players in the Alternative Finance and broader FinTech niches. The Directors of The Marketing Eye sought to recruit a Managing Director to spearhead the next stage of the firm’s strategic development.
The Job Description had been developed in a previous strategic modelling activity with TimelessTime. The project began by working with the Directors of The Marketing Eye to characterise the ideal Managing Director for the firm and hence characterise the ideal candidate. This technical definition was key to project success.
Characterisation of the ideal candidate then led to development of the search criteria – the keywords defining where the candidates would likely come from and what they would likely have done in their careers.
Search then used headhunting techniques to identify and approach viable candidates.
Part of search also made use of the unique TimelessTime Preselector application. The Preselector is a simple test that assesses candidates against the pre-determined selection criterion. When combined with a telephone interview, The Marketing Eye Directors were presented with significant specific data on each candidate proposed.
As Jan Edwards, a Director at The Marketing Eye, commented, “All the candidates presented could have done the job. And we had excellent data on each. This simplified our task of selection at first interview.”
Candidate interviewing and testing were developed jointly, working directly from the definition of the ideal Managing Director profile.
The outcome was an optimal definition-search-selection activity. Ten candidates were presented for first interview. Of those, four went on to second interview. One was offered the job as Managing Director.
As Jan went on to comment, “By the end of the second interview, we felt that we knew the candidates well. We had all the personality, competency and behavioural evidence we needed to make a robust decision.”
But it didn’t all end there. All candidates were of high calibre. One applicant had very specific market knowledge and was offered a role as a Non-Executive Director. Another had exciting technical skills and was hired as Technical Director.
Because TimelessTime worked for The Marketing Eye, and not as a conventional risk-based recruitment agent, the Directors of The Marketing Eye got three excellent new hires for the price of one!
As Jan noted, “It was a very successful, very streamlined process from start to finish.”