The vendor required to provide executive recruitment services to support its talent acquisition team and hiring panel with the recruitment and selection process for the following executive recruitment roles, namely, senior executive, director, and senior management positions. - Requirement: • The agency’s human resources representative to provide a clear strategic recruitment and sourcing plan and must pre-screen and interview all potential candidates and present (via report) only those who are well qualified and suitable for the position. • Police record check is provided to the agency for all successful candidates in accordance with the agency’s criminal record check policy. • Complete the recruitment activities for any assignment once started, during the contract term, even after the roster term expires, unless advised otherwise by the agency. - Recruitment stages, deliverables and timelines for each assignment 1. Recruitment planning • Conduct an in-depth strategic planning meeting with agency human resources professionals and or management staff to jointly develop a timeline and methodology of the search process with identified critical milestones. • Discuss consultants’ industry specific knowledge, market intelligence, pro-active recruitment strategies and assessment tools. • Review relevant material provided by the agency in order to develop position profile and marketing materials including, but not limited to: most recent job posting, job description, candidate screening criteria and questionnaire, agency’s leadership competencies, organizational structure, work plan, salary and benefits, employer branding, employee value proposition and corporate mission, vision, and values. • Agency to confirm level of police record check search required for position to be included in job profile. • Discuss options for incorporating strategies from the diversity and inclusion strategy for recruitment. • Identify any potential conflict of interest or restrictions that will limit your recruitment for executive level candidates based on the agency’s hiring policies. • Following initial strategy meeting, provide agency with finalized recruitment plan (milestone’s, strategy, and timelines). 2. Position profile and marketing material • Develop position profile, marketing materials in alignment with the agency’s employment brand and executive recruitment website. • Position profile must incorporate the agency’s leadership competencies o Vision o Change leadership o Organizational awareness o Collaboration o Impactful communication o Effective decision-making o Adaptability o Inclusion o Courage • Provide agency with recommendations for appropriate diverse and inclusive on-line sources, social media, professional networks, and niche markets and develop all marketing materials required to post the position with these sources. • Prior to posting, provide agency with final draft of an inclusive position profile and marketing material to review and approve, allowing for changes upon request. 3. Sourcing • Conduct talent search. • Leverage a diverse and innovative sourcing strategy to attract top executive talent. • This includes, but is not limited to: utilizing advanced recruitment technologies, engaging professional networks and social platforms, tapping into internal talent pipelines, and proactively connecting with passive candidates through personalized outreach. • Vendors are encouraged to incorporate creative, data-informed approaches and emerging digital channels to ensure a broad and inclusive candidate pool. • Provide the agency with full visibility into all candidate applications received during the search process. • This includes sharing all resumes, profiles, and related documentation, or granting secure access to the platform where applications are managed. • Transparency in candidate flow is essential to ensure alignment, compliance, and an equitable recruitment process. • Advise the agency promptly and offer alternative courses of action if it becomes apparent that no qualified candidates can be presented, or that the length of the search will differ considerably from that originally specified. 4. Pre-screening • Thoroughly screen and assess the most viable candidates to develop a pool of diverse potential candidates before presenting them for consideration. • Candidates must complete the agency’s screening questionnaire. • Results of questionnaire must be submitted with pre-screening report. • Such evaluation is expected to include in-depth interviews in person or by videoconferencing, appropriate preliminary inquiries into references and background, and a careful assessment of the candidates’ strengths and weaknesses against the established competencies for the proposed position. • Rank candidates on a short list based on the results of the selection process and provide the agency with a report summarizing the selection assessment for each short-listed candidate.
