Head of Marketing - Leading Bank
Background
Our client, a leading bank had been working through a considerable change programme out of which a need was identified to recruit an experienced professional to head up its marketing function. Clarendon Executive was then engaged to manage the external recruitment process.
The main challenge was in identifying and attracting senior managers who would not only have the correct mix of technical marketing skills but who would also have experience of running a sizeable marketing function in line with the scale of the Bank’s operations in Northern Ireland. In the local market, given the limited number of blue chip, corporate companies, both Clarendon and our client were aware of the very significant challenge that lay ahead however the Bank was keen to secure a suitable appointment within reasonable timeframes.
Methodology
Clarendon conducted a thorough consultation with the Bank’s senior executives in the form of a detailed job analysis. As a result we gained a detailed understanding of the business, its culture and the specific requirements for the Head of Marketing. Out of this consultation Clarendon produced a comprehensive Candidate Briefing Document including a job description, the candidate specification and competency framework.
Clarendon recommended a proactive Executive Search approach combined with a supporting online advertising campaign with a number of trusted internet recruitment websites. Through our research and our network of reliable industry sources Clarendon managed to identify over 60 (sixty) potential candidates, who were operating at senior level within marketing from which, after further profiling, over 35 of whom were then discretely approached, assessed and invited to apply as appropriate.
Clarendon invited 10 to the first stage of the process which comprised of a one hour competency based interview by an experienced consultant. Candidates were assessed thoroughly and a shortlist of 5 strong candidates was presented to our client for further assessment. The client conducted two further rounds of assessment, prior to making a final decision on the preferred candidate.
Throughout the assignment, Clarendon managed the contacts and correspondences with all candidates and conducted all Equality Monitoring returns.
Outcome
When the final decision on the appointment was agreed, Clarendon conducted detailed career referencing, assisted in negotiation of salary, securing the appointment and agreeing start date. Overall the assignment was delivered within the tight timeframes (10 weeks) which had been agreed with the client at the outset.
The client was extremely impressed by how the entire process was delivered and in particular the quality of people Clarendon were able to gain access to, most of whom were not actively job seeking and would not have responded to a press advertisement alone.
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