As a result of some internal moves, the HR Director of Brightstar contacted Greenfield with a search brief for an IT Director to head up their UK IT function.
A meeting was arranged to discuss the role, which was very well defined with the job description and person spec prepared in detail by the team at Brightstar, making it clear where the lines of responsibility and accountability within a complex matrix organisation, operating a federated model.
The role reported to the CIO of EMEA with a dotted line into the MD of the UK Business operations.
Greenfield’s approach to generating interest in this role was to adopt a blend of search activity, direct headhunting, advertising the role widely across the web and seeking referrals from our extensive network.
We had a lot of interest in the role and the company, in no small part to the excellent work Brightstar has done in recent years increasing their Employee Value Proposition (EVP).
Out of the masses of applications, we formed an initial long list of 10 suitable candidate applications, we interviewed all of these people at various venues across the UK, including hotel reception areas, restaurants, coffee shops and even a motorway service station at 9 pm one night!
These meetings gave Greenfield an opportunity to spend some time with the candidate in-person to assess their suitability and measure their soft skills, to validate their application and to also to bring the job spec to life.
A key part of our role at this stage is to make sure people have a clear understanding of the business and the opportunity. Painting a picture of the Brightstar business, talking through the org charts describing “life on the ground” and also having a brutally honest discussion regarding the opportunities and threats to success in the role within the prevailing high-performance culture.
We throw the kitchen sink at making this process as slick and informative as possible, to give the very best candidate experience – we see ourselves as an extension of the Brightstar recruitment function and assume responsibility to create an awesome first impression.
Creating a shortlist to present to Brightstar was tough due to the extremely high calibre of the people interviewed, but we took a pragmatic approach and considered skill set, previous relevant experience and culture fit to choose the final three.
The interview process went smoothly with detailed feedback from all parties. Brightstar chose their favourite two to return for a 2nd interview which included a presentation.
The news following the 2nd stage meeting was what we thrive on at Greenfield. “It was a tough decision as both were truly exceptional candidates but we only have one job”.
The decision went the way of Mr Dave Picking, who was offered the role and started with Brightstar 3 months later.
Dave was well known to Greenfield, he had been on our radar for a very long time also he had engaged Greenfield to secure IT talent in a few of his previous positions which spanned Retail, Distribution and Supply Chain.
As well as being a great fit for the brief, we put Dave forward as a suitable candidate safe in the knowledge that he had a reputation for being a great leader. Feedback from his previous employees suggested he was always fair, down to earth yet highly effective in the board room with a passion for delivering great projects and getting stuff done!
Dave has now been in the position for 6 months, he seems to be enjoying the new role and the initial 360 feedback has been really positive.
|Delivery Consultant||Eleanor Carter|
|Time from Brief to Shortlist||4 Weeks|
|Time from Brief to Offer||6 Weeks|
|Time from Brief to Start Date||19 Weeks|
|Candidates spoke to||45|
|Candidates on the Long List||10|
|Brightstar Interviews||5 (including 1st and 2nd Stage)|