Introducing Humres
Humres are recruitment specialists: we don’t do anything else. We have been in the recruitment business since 1994 and in 2005 we launched the Humres Recruitment brand in the UK. The Humres passion for providing professional recruitment services has resulted in the development of Specialist Market Divisions. Each Divisional Team develops expertise in their own market and believes in building long-term partnerships with their clients. Our team members are motivated and fulfilled by facilitating successful placements that benefit both our clients and our candidate. Industry Markets We specialise in the construction industry serving the commercial building sector, which represents 9% of the Gross Domestic Product of the United Kingdom. That is roughly £80 Billion per annum. With projects like the Olympics 2012 and Crossrail due for completion between 2012 and 2015, that will employ over 200,000 people, you may not be able to pick a better time to join our company. The specialist market knowledge that our teams gain, enable them to access the unadvertised Job and Candidate market. This helps us stay ahead of the game and assists us in matching clients and candidates to provide those ideal placements. Our unique approach to the market has generated a huge amount of interest in our services, which has caused us to open more specialist divisions and develop a continuing growth plan. Humres Opportunity “Organisations are only as good as the people who work for them”. At Humres it is our aim to be the best and to be recognised as the best. To achieve this aim we need the best people. We do not expect to find them queuing at our door, although we are very pleased when we do. What we expect, is to develop the people who have the potential to become the best. We do not generally recruit people from the recruitment industry. Our approach is; “We Recruit for Attitude, Train for Skill”. If you have
what it takes to succeed in this business, we will find it and develop it. All of our consultants go through a structured training programme, which develops their skills and knowledge of recruitment and produces a commitment to providing an excellent service to both Client and Candidate. Humres Training and Development Everybody joins Humres as an Associate Consultant. Everybody then has the same opportunity to progress through our promotion structure. Each promotion level can be achieved with a combination of training assessments and recruitment revenue. All it takes is hard work from you and support from us. The progression path is from Associate Consultant to Consultant and then Senior Consultant. There is a fully structured training programme to support our consultants throughout their development. At each stage there will be assessments to identify any gaps in learning complemented by further training. We expect new employees to be ready for promotion to Consultant within 3 to 6 months. The target for Senior Consultant is within 12 months. Some of our Senior Consultants will prove themselves capable of managing their own markets and progress to the level of Managing Consultant. To achieve this level you will need to demonstrate comprehensive knowledge of both recruitment and the market you work in. It is our policy to develop people from within the company to become our Divisional Managers. Those Managing Consultants that know their business and have a real talent for managing people will have the opportunity to become Divisional Managers. We have levels of Divisional Manager depending on the size of the team you lead. (See section 6. Divisional Manager). | | “You provide the attitude and motivation and we will give you the skill and knowledge." | | | | Malcolm Sapsed – Training Manager | |
| | Humres People #1
James Deacon
Managing Consultant I joined a division within the Security marketplace that had a vision of growing into a Sales Recruitment team within the M & E sector, and this end goal was one of the reasons I joined the company. 2 years later, and with 3 additional members of the team we are now well on our way to this goal, heavily involved in the M & E industries and dealing with some of the largest clients in the Country. On a personal level I have seen my career grow, as I have progressed through the in house promotional structure from Associate Consultant when joining, to Managing Consultant. This has been one of my major motivational tools, as the promotion structure is clear and realistic and completely down to what you put into the job. |
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Your First Month With Us Your first month working with Humres will be interesting, exciting and very rewarding. It will also be challenging. There is a lot to learn about recruitment and the market place that you will be working in. You will be surprised how much you learn and how quickly. During this period, and for your first year (until you reach the level of Senior Consultant), you will be supported by our Training Manager. You will not only have our Training Manager to train you and assess you; you will also have a personal mentor to guide you through the initial stages of your new career. The first few months of that career are outlined below. Week 1. You will be spending time learning in the classroom. Our Training Manager will show you the basic skills of a Recruitment Consultant. There are handouts for each training module, which you can read in your own time to support the classroom learning. You will also spend time at your new workstation observing your fellow team members and listening to the way they do their job. A fourth level of learning comes from the tasks and mini-projects that your Divisional Manager will give you. The week will end with a couple of simple tests to make sure that you have learned something. Week 2. The amount of classroom training will reduce and the amount of monitoring and assessment will increase. You will be given more tasks to do and you will be able to sit down with the Training Manager and listen to your own calls: A very effective learning experience. There will be some more tests at the end of this week. Week 3. During this week all trainees will get the opportunity to listen in to some more senior people in the company, when they are promoting candidates and Headhunting. Call monitoring will continue and any corrective training will be applied as required. This week, depending on your stage of development, you may be given some targets taken from our weekly K.P.I.s (Key Performance Indicators). Week 4. By now you will be gaining experience and feeling much more confident on the phone. This week will primarily be spent at the workstation. Call Monitoring and Assessment will continue. There will be a session of Call Review and Assessment with the Training Manager and training provision on Interview Management and Counter Offers. You have now completed your first month as a Humres Associate (trainee) Recruitment Consultant. You will probably be surprised at how much you have learned in such a short time. (This is just the beginning). You will also feel like part of the team thanks to the supportive atmosphere created by your team mates and literally everyone else in the Company. We all want you to succeed. | | Humres People #2 David Mead
Managing Consultant I joined Humres as a "Consultant" and was asked to work in the M&E Division. I was immediately introduced to the team I was going to be working with and the rest of the company. I then completed a 2-week, in-house training programme with the company's Training & Development Manager. After this I was teamed up with one of the established Senior Consultant's who was to be my mentor.
I found the combination of the intensive 2-week training programme and mentoring system to be incredibly effective. With the Training and Development Manager continually monitoring my own personal development and my mentor being on-hand to provide advice, guidance and assistance; I very quickly started to produce results.
As a direct consequence of this system I achieved my first promotion in just over 3 months from starting with the company and am now myself a Managing Consultant. I have been able to gain valuable market knowledge very quickly thanks to the mentoring system that is in place.
Despite having no previous recruitment experience Humres have given me the opportunity to rise to a new challenge and build a new career. It became very clear, very quickly that this is a company where your destiny really is in your own hands. You will be given all the tools you need to become successful with a continual assessment and development programme in place to ensure you stay on track and reach your own goals. |
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Month Two After your first month you will have learned a lot. Has it only been 4 weeks!! You are now capable of Headhunting Candidates and then promoting those Candidates out to the Market. Obviously there is much more to learn and your development is our priority. However, by now you should be meeting your personal KPI targets. Call Monitoring and Call Assessment will be the major features of the training programme this month with training sessions being re-visited, as necessary, depending on your progress. Other training modules this month will be focussed on performance improvement. In week one there will be a training session to facilitate Goal-Setting, which will help you identify your own personal goals. Having identified your goals you will be shown the importance of scoring some, which should provide a spur for self-motivated effort. Further sessions with Senior Managers and Divisional Managers will supplement the training provision during month two. These sessions always prove to be inspirational and provide a kick-start for improving your own performance and working towards your promotion (and your goals). You will now be given weekly feedback on your overall performance. During month 2 you will be arranging interviews (we call them Blue Dots), some of which may progress to the offer stage and even become scores. Your first score is quite exciting, knowing you have earned revenue for the company and can now expect your first commission cheque. Month Three – Six Not everyone will be able to gain their promotion to Consultant in three months, but it can be done. With the right attitude to work and good solid effort you could achieve the necessary revenue to gain your promotion (see Appendix 1). You will need to supplement this with a good Call Assessment score. If you don’t make it that’s, we will all be working hard to get you promoted in the first six months. It is one of our Company targets. Your training programme enters another phase now. You will be closely monitored by the Training Manager and your Divisional Manager. This is to prevent you drifting away from our standard methods. Any corrective training will be applied as necessary. This will involve re-visiting the basic training modules plus some other modules designed to identify problems and improve performance. By now you will have your own set of targets based on our KPIs and you will be a fully functioning member of your team. Your activities will be guided by your Divisional Manager to help the team achieve their targets. This will be the phase when you develop your skills and start to learn much more about your market. This period will be very exciting and you will experience the rewards of finding new jobs for your own candidates. Divisional Managers
Humres is a true meritocracy. Everyone who joins has the same opportunity. What you get out of your career with Humres is directly proportional to what you put in. Your progress, and the rate at which you progress, is entirely down to your own effort. Effort creates success and we reward success with further opportunity. It is for these reasons that we like to grow our own Divisional Managers. In fact the Senior Managers of the Company have agreed that all Divisional Managers, if possible, will come from our own employees. People with the necessary ability and attitude will be developed and trained towards the role of Divisional Manager. Even within the role of Divisional Manager you will have opportunity for progression. The status of the Divisional Manager will be dependant on the number of people within the team. A maximum of 5 to 6 Consultants per Divisional Manager is envisaged. Finally, each Division will have a Divisional Director. The Divisional Directors are senior members of the management team and have a role to play in the strategic direction of the company. We think it would be great if some of our Divisional Managers could progress to this level. We will work hard to try and achieve that goal. | | Humres People #3
Philip Graham
Managing Consultant I joined Humres as a trainee consultant within the Interiors division. Having no previous recruitment experience I was partnered with one of the senior consultant who over saw my development closely and gave me guidance when needed. In addition to the mentoring system in place, I was trained by the Training Manager in the recruitment process and what I should be doing through out the day. Once I had grasped the systems and procedures that I needed to follow, my development was constantly monitored. I received advice on my progress and development from both my mentor and the Training Manager. The training process has been consistent and continuous and has driven my progress from Trainee Consultant to my present position as Managing Consultant.
Having joined Humres my progress was slower than expected and this became frustrating as I felt I could do better. However, my Director recognised the hard work and effort that I was putting in and continued to support me through out my development. Having spent nearly 2 years with the company I have far exceeded my initial expectations of my career development. I now see potential to join the Senior Management team and start to build my own division. I believe that with Humres, if you have the ability to map out your own career path and you really want it, you will succeed. The only thing that could stop you would be your own limitations, but with the support of the Training Manager and the rest of the team
those limitations can be overcome. |
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The Future The key element of the Humres brand is the development of long-term professional relationships. In fact 75% of our revenue comes from repeat business from our satisfied clients who work in partnership with us to ensure that they see a selection of ideal candidates for each vacancy. The Humres brand is growing and the news is spreading. People like the way we respond to the requirements of Client and Candidate alike (See clients and candidates charter). Currently we do not advertise for clients to any great extent. We prefer the message to be spread by word of mouth from satisfied clients and candidates in the construction industry. “Over time by consistently delivering high levels of service and standards to our clients and candidates I have no doubt that we will achieve one of the best reputations in the market place”
Paul Seth – Managing Director HUMRES – CLIENT’S CHARTER Click here for more information HUMRES – CANDIDATE’S CHARTER Click here for more information Feedback We welcome feedback as the raw information that enables us to improve our services to candidates and clients alike. If you would like to comment or offer suggestions with regard to any part of our service please contact; Malcolm Sapsed, Head of Training and Service Standards.
0207 693 5222, m.sapsed@humres.co.uk | 
