GAAR Panel Chair recruitment

Description

The Buyer requires the Supplier to provide full range of executive search services to proactively source diverse, highly capable and skilled candidates for the role of IA NED. Please refer to the Draft Candidate Pack (Appendix 1). Final pack to be agreed post planning meeting. The Supplier is required to undertake the following: Before going live To provide any required market intelligence to help the vacancy holder set expectations on the salary on offer. Assist with the pack creation if needed and provide a timeline for the campaign Attend planning meeting (see Planning Meeting Agenda) Arrange dates and times in panel member diaries for shortlist meeting, fireside chats and interviews Advertise the role Agency must keep the Executive Resourcing team in the loop at all stages. Team must be copied to all email exchanges with the Vacancy Holder, this is a key deliverable and will impact service provision if not adhered to. When Advert is live Actively engage with candidates against the criteria, encouraging a diverse shortlist throughout Ensure all candidates have completed their diversity monitoring forms, without this we cannot accept applications Send weekly updates to the Executive Resourcing team - outlining current number of applications, number of potential candidates' team have spoken with and any highlights or issues. Shortlist and Assessment Pre-sift comments and shortlist pack provided to panel (minimum 48 hours prior to sift meeting) Provide diversity data during shortlist meeting Attend longlist/ shortlist meeting and record outcomes If a longlist stage is required, then to interview longlisted candidates and provide reports 48 hours before the shortlist meeting* Outcome released to candidates and shortlisted candidates invited to book their interview slot (within 24 hours). Arrange for assessments such as psychometrics/ staff engagement exercise if required Undertake specific checks if needed Take up references if required by the panel Interview Packs provided to panel with any panel supplied to PO for distribution to panel members. (minimum 48 hours prior to interviews) Attend wash-up meeting after interviews to discuss outcomes Offer Provide diversity data to Exec Resourcing team Keep all candidates engaged and warm throughout the process Extend offer to successful candidate and manage them through the process and possible counter offers Reject other candidates and provide feedback if possible Assist the Exec Resourcing team with on-boarding checks and provide candidate information