Our approaches explained

When it comes to retained searches, it is common for recruiters to charge a fee that is split between an upfront payment and a remainder upon completion. This fee structure helps to ensure that the recruiter is committed to finding the right candidate for the role and is motivated to see the search through to completion. Typically, the upfront fee is around 25% of the total recruitment fee, with the remainder payable once the search is completed and the successful candidate is hired. This fee structure is commonly used in industries with high demand for specialised talent or for executive-level positions where the stakes are high, and the recruitment process can be lengthy and complex.

This fee structure reflects the time, effort, and resources that go into conducting a comprehensive search for top-tier candidates, as well as the value that the successful candidate will bring to the organisation. While this fee may seem high, it is important to consider the long-term benefits of making the right hire, including increased productivity, reduced turnover, and improved organisational performance. Additionally, the fee can often be negotiable depending on the nature of the search and the specific needs of the organisation.

Contingency search and fee upon completion is a type of recruitment process in which the recruitment agency charges the client only if they successfully place a candidate in the job position. The steps involved in this process typically start with an initial consultation between the recruitment agency and the client to discuss the requirements of the job position. The recruitment agency then searches for suitable candidates and presents them to the client. The client then conducts interviews with the candidates and selects the most suitable one. Once the candidate is hired, the recruitment agency charges the client a fee based on a percentage of the candidate’s annual salary.

The contingency search and fee upon completion process is beneficial for clients who want to minimise the risk and cost of hiring a new employee. The recruitment agency assumes the responsibility of finding suitable candidates and the client only pays for the service if the agency successfully places a candidate. This process allows the client to focus on their core business activities while the recruitment agency handles the recruitment process. It also provides the client with a pool of candidates that they may not have had access to otherwise, increasing the chances of finding the right fit for the job position.

A remuneration study across a market and type of role is typically conducted by a compensation and benefits team within an organisation or by an external consultancy firm specialising in remuneration studies. The study involves analysing salary data for a particular job position in the market and comparing it to the organisation’s existing salary structure. The data is gathered from various sources such as job advertisements, online job boards, and industry reports. In addition to this, the Sinclair Wright team has a wealth of real-time information from interviewing hundreds of candidates and recent placements which can reveal the true picture of actual salaries and benefits offered by hiring companies. The sources will remain anonymous, however we will provide detailed examples of remuneration corresponding to certain type of level of experience and location.

The study also involves analysing the organisation’s compensation policies and benchmarking them against the market practices. The results of the study are then used to develop a fair and competitive salary structure for the organisation’s employees, ensuring that the organisation attracts and retains the best talent in the market. The remuneration study also helps to identify any disparities or gaps in the current salary structure, allowing the organisation to make necessary adjustments to ensure equity and fairness. For this purpose we can deploy some of our consultants on secondment to work with you in-house to assist in developing a comprehensive remuneration and incentive policy.

Team and executive coaching is a crucial aspect of building and reinforcing a positive collaborative work culture within an organisation. It involves working with individuals and teams to enhance their communication skills, develop mutual trust and transparency, and encourage diverse perspectives. Through coaching, employees can learn how to work effectively with each other, communicate openly and respectfully, and appreciate the unique contributions that each team member brings to the table. This ultimately leads to a more inclusive and diverse workplace, where individuals feel valued and respected for their contributions, leading to increased productivity and profitability.

Coaching can also help executives to lead by example and establish a culture of open communication and transparency within the organisation. This can enhance the level of trust between employees and management, leading to increased employee engagement, job satisfaction, and retention. By focusing on developing a positive work culture through coaching, organisations can foster an environment of innovation and creativity, where employees are encouraged to share their ideas and thoughts freely, leading to the development of new and better ways of doing things. This can ultimately lead to increased profitability and long-term success for the organisation.