We work closely in partnership with our clients where honest two way communication is regarded as the foundation to success. We also work closely with a number of clients, recruiting hundreds of people a year across various role categories and sectors nationwide. Our expertise within Retail, Leisure & Hospitality and Digital markets means we are well placed to provide broad support to our clients on a range of matters from market intelligence to salary benchmarking and competitor analysis. We also conduct the largest employment surveys in the Retail, Leisure & Hospitality sectors, having surveyed over 500,000 people in each sector to gain a complete understanding of all facts relating to their employment. This data is invaluable to our clients, who rely on our support for internal remuneration benchmarking and other employment data they would otherwise not have access to. We’ll challenge our clients thought processes, as a good business partner would do, so that we leave no stone unturned when looking for the best talent to join your organisation.
The most common form of recruitment. We will be briefed by clients as and when they have a vacancy they need support with. We structure our internal teams by vertical sector so Detail2Retail has sector specialists in Fashion, DIY, Food, Non Food, Luxury etc and Detail2Leisure has sector specialists in Hotels & Resorts, Restaurants (branded chains, independents, fine dining), Chefs, Contract Catering, Facilities Management, Leisure & Entertainment Venues etc. Once we understand your vacancy requirements we will allocate you an Account Manager who will be your single point of contact regardless of where in the UK your role is. Your Account Manager will manage our internal resource to ensure we deliver suitable candidates promptly, according to your expectations. Your Account Manager will provide expert market intelligence and liaise with you all through the candidate sourcing, interview and on-boarding processes. Although we work with several different organisations, we listen to how you want to work and tailor our approach accordingly.
Some recruitment companies charge a premium for headhunting, but with Detail2Recruitment it’s all part of the service. To supplement the various candidate sourcing techniques we use, we proactively head hunt for all positions, regardless of level or salary, to give you a pool of candidates that are exclusive to you. We identify and target suitable candidates from preferred backgrounds who can hit the ground running, giving you the edge over your competitors.
We have an extensive talent bank of over 750,000 live candidates, specific to our sectors, which is proactively managed and updated on a regular basis to ensure it doesn’t become obsolete. We have access to a further 12 million candidates on a day to day basis through utilising external databases.
We regularly undertake salary and retention benchmarking surveys on behalf of clients, keeping them informed and updated on going rates in the market. We can also provide information about local labour markets for clients considering opening stores in new locations. Plus, we conduct structured market research for companies enabling them to make informed decisions about whether to go to the open market to recruit, or to focus more on internal moves and training & development.
Each year we commission a white paper survey of the employment habits and behaviours of over 500,000 Retail, Leisure & Hosptiality candidates covering all levels and functions. This employment survey is the largest of its kind, commissioned across the Retail, Leisure & Hosptiality sectors and gives our clients insight into various trends and behaviours. We extrapolate this data and can break it down across individual Retail or Leisure & Hosptiality sectors, and by role type to give detailed insights. The survey goes into detail around salary, bonus and remuneration, job searching habits, reasons they would leave their role , where they work and the role they have, management style and empowerment within their role, whats important to them in their role and future positions, media they use to find new jobs etc (in all, there are 43 questions candidates answer when completing the emploment survey).
We have the internal resources and systems to successfully undertake volume recruitment campaigns, whether for new store openings, acquisitions or expansion on headcount through restructuring. Through our dedicated team we can deliver a volume solution, without compromising on quality or service level, within prompt timescales. For new store openings, we can project manage their recruitment for the entire store opening, including management and frontline roles. We can facilitate group interviews and assessment days which your team can participate and assess. We will utilise all of our sourcing methods, including headhunting, database search and advertising to ensure all potential candidates are considered. For campaigns such as this, we have the internal resource to deliver these projects promptly in a cost effective manner.
We are able to offer in-depth client reporting facilities, enabling us to report back to you on any part of the recruitment process. From placements made by location or job title, to interview to placement ratios and time to hire analysis, we have the ability to be truly transparent about our performance and the impact we have on recruitment in your business. We can accommodate bespoke reporting requests and offer as standard to all our clients detailed quarterly performance statistics.
As classically trained head hunters we have a division that is dedicated to senior appointments within the Retail, Leisure & Hospitality and Digital & Online sectors. We work with, and have successfully completed retained assignments for ftse100 companies at main board level. As we specialise in Retail, Leisure & Hospitality and Digital & Online sectors our network is specific to these markets. We know who the “movers and shakers” are and our knowledge of these sectors means we have a depth of understanding about which businesses are performing well and who are the key executives driving the performance. You will be allocated a dedicated executive search consultant who will meet you to understand your requirements, in addition to identifying the culture, values and key behaviours that are important to the fit of your organisation.
When you apply for a position with us, the consultant who is looking after that particular role will initially spend time with you, to understand what you are looking for in your next role (and wider career). Your consultant will be a specialist in your sector and will be able to talk you though a range of opportunities in addition to the one you have specifically applied for. We will be keen to understand what types of organisations you feel fit with you, from corporate companies of a certain size to smaller organisations, the fit is vital for both you and the hiring company. We will then look at your range of skills and establish if they can be transferred across any other sectors that you might not have considered. Whist skills are important as they determine your competency to successfully undertake a role, the companies we work with use us to ensure there is a good fit between them and you in terms of your values, behaviour and attitude aligned to their organisational values. Our analysis of this is done though a VBA Assessment (values, behaviour, attitude). It’s important to us that we recommend companies to you that are going to fit with you and what you are looking for so both parties can expect longevity and a successful working relationship.
You will currently be earning a certain salary and remuneration package, and whilst money is important, for many job seekers there is a potential willingness to sacrifice salary to work for the company of their dreams or one that offers opportunities that are more important than salary. We will advise you what your value is in the market place and be honest with you about this (you might have been employed by the same company for a long time, enjoying year on year salary increases, your perception of what a similar role in the current market pays, might be different from the reality). Typically salary is in the top three reasons that people consider when changing jobs, but often it’s not the number one driver.
Writing a CV is about technique and knowing how to draw out the relevant aspects of your experience and achievements to best align to the role you are applying for. Writing a CV is as much about technique as it is about content and there are several incorrect preconceptions out there in what a CV should look like, the length of it and how it should be structured. We provide support and best practice guidance on how your CV should be in terms of style as well as the content you should include to best showcase yourself to a future employer. For candidates who we represent for roles with our client, our services includes a full re-write, content analysis and formatting of your CV. For additional CV support, please visit our resource centre.
Structured interviews are a key part of any company interview process and is often conducted in a formal environment. A structured or competency interview is simply you providing an example from your experience to the situational question asked. There are some really good tips and techniques to structuring your answers to a competency question. Whilst structured interviews don’t tell a company about your values and behaviours, it does provide the company with evidence of your ability to do the job. Values and behaviour alignment, or “fit” with the company is usually ascertained during a less formal interview.
Preparing for an interview can be tough, especially when you really want the job and the competition is fierce. We understand how important interview preparation is to ensure that you’re able to stand out in the crowd of other candidates. You’ve done the hard bit by securing an interview, now you need to focus on the actual interview and the preparation that goes with it. Your consultant will give you the tools and techniques to showcase your skills and experience during an interview. As we work closely with our clients we will know what the format of the interview will be (informal chat, formal competency interview, presentation of a business plan etc) and you will be supported accordingly. During an interview, the deciding factor can be how well you gel with the Hiring Manager. This is why we build close relationships with our clients, so we’re knowledgeable about the style and personality of the Hiring Manager, what they are looking for in terms of evidence during an interview and what the important “fit” looks like to them. Success at interview is not guaranteed and the current accepted stats across our industry sectors are that for every 4 1st interviews 1 person will be invited back for a 2nd interview. Preparation is key to being successful at interview and your consultant will work with you to give you the best chance of success, but ultimately it’s down to you do the required amount of advanced preparation.
Our job isn’t just to put you forward for suitable positions. We pride ourselves on adding value to you throughout the recruitment process. We use our recruitment expertise to ensure you receive great levels of support, advice and coaching at all stages of the recruitment process. We utilise our experience of different interview formats through to assessment days and work trials to ensure you’re fully prepared to deliver a great interview performance. Through working in partnership with our clients, we’re able to give you all the information you need to successfully prepare for each stage of the interview process. We believe in a true partnership approach backed up with regular and clear communication which in turn enables us to provide a level of support that goes far beyond the norm. We work with you to achieve the shared goal of a successful process and we will challenge you if we think you aren’t displaying the commitment or preparation required to be successful. At each stage of the interview process we will evaluate and analyse the interview feedback with you which shapes the preparation and coaching we do for the remainder of the process.
So... you’ve got a new job offer, you’ve decided to leave your current company and you’re ready to hand in your resignation. You wouldn’t be alone in feeling a sense of trepidation or confusion about the best way to resign. Quite often people who are about to resign are concerned about their Line Manager’s reaction, are they going to take it personally or will they march you off the premises? Will they give you a counter offer or a rousing speech designed to talk you into staying? Fear not... help is at hand and your consultant will work with you to ensure you leave your role effectively and on the best possible terms with your current employer.