Condita Select provides targeted and proven solutions that enable organisations of all sizes to improve the processes involved in critical stages of the employee relationship:
Attraction
We provide solutions that ensure you are able to write the best job descriptions and
person specifications and prepare the best job adverts. We also offer training and
guidance on interview techniques and negotiation of offers.
Attachment –
A critical element in the process. We provide measurement tools to accurately
interpret the success of the organisations in respect of attachment of the newly
hired individual.
Engagement
Key to ensuring long term stability, team building and overall individual and
organisational performance engagement is at the very core of what we do.
Have a look at our site and learn more about the proven, measureable and cost effective services and solutions we offer
We provide the best possible business experience when working with us. We offer meaningful and measurable solutions that help us build, grow and sustain long-term partnerships with you. Our main areas of focus are a number of key market sectors that include:
Manufacturing | Engineering | Telecommunications & Technology | Utilities, Oil, Gas & Petrochemical | Sales & Marketing
Critical to our success with our clients is the way we operate. Offering fully transparent, professional service that enhances the hiring or engagement experience, Condita Select is truly different.
We support our client from the very beginning of your hiring process until well beyond the start date of a new employee. By extending the support offered through the entire process we ensure our clients are able improve their hiring methods, engagement activities and ultimately the ability to retain key talent in the business.
Out team - to find out more about our team, please follow the links below:
Christopher Selby
Looking to attract, engage with or retain key staff? - talk to us, we can help
Condita Select offers a trio of solutions that we believe allow us to maximise the impact we have on your business. From making the right decisions in respect of hiring the right people, through ensuring the appointments you make are as engaged as possible, to providing a full service package where all our service offerings, including search & selection experience can be provide.
more
Our relationships with our clients are a founded on core principles and values.
Trust and respect are vital, there is little value in having a business relationship where neither are offered or received. Professionalism and integrity are also central to what we do.
We also believe that by helping your business understand the core ingredients of good hiring practice and practical engagement processes we can, over time help your organisation hire and retain the best possible talent.
Our focus is on building knowledge based, success oriented and measurable relationship with you.
Keeping up to date is not easy in our information rich world. Listed below are some sites that offer a wide selection of information elements linked to the hiring, development and retention of employees into your business.
Independent Recruiting Group www.irg-uk.com
Chartered Institute of Personnel & Development www.cipd.co.uk
HR Magazine www..hrmagazine.co.uk
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Advisory, Conciliation and Arbitration Service www.acas.org.uk
Directgov www.direct.gov.uk
Coming Soon
Our newsletter and other news items will be found on this page - bookmark us today and visit us again soon.
The more you know the better you can understand, adapt and thrive. Below are a selection of articles written by Condita Select's Managing Director Chris Selby. Theses articles are intended to provoke thought and enhance the readers knowledge of appropriate topics and vertical sectors .
More articles will be posted in the future.
To recieve your own personal copy of new articles as they are produced please contact us, marking the subject field 'future articles
Navigating away from the doldrums
A short guide to building a business
case for engagement activity
Condita Select takes a very inclusive approach to doing business. we embrace working with like minded organisations, companies that appreciate as we do the true value of working as partners in achieving shared goals and values.
We are continually expanding our list of partner and associate organisations so bookmark us and check back frequently for updates.
www.sorkhc.com.au/
Condita Select
Quarry House, Burnley Road.
Sowerby Bridge
Halifax
West Yorkshire
HX6 2TF
t: 0845 868 2064
e: info_conditaselect.co.uk
Looking...
for a new challenge?
Want a fresh start | Considering working for yourself?
Like the idea of earning over £35K pa ?
Attracted by the idea of full support of an established business
We offer a range of services and solutions that help clients improve the way they attract and hire new staff, attach and engage with newly hired employees and generally improve their mainstream processes around hiring and retaining key staff. Whilst we are not a recruitment agency our recruitment industry experience allows us to offer and deliver the highest quality solutions and services to find new talent for our clients.
What’s in it for you?
As a Condita Select Affiliate you will be given the necessary training and provided with the tools (on-line and printed documents) that will empower you to achieve outstanding levels of success.
Through our established social media channels, networking events and a broad and far reaching network of contacts, we are able to work with you to create impact and reach out to our target audience.
We provide our affiliates with on-going training covering areas such as Attachment and Engagement practice training, industry specific recruitment guidance and a series of other focused and contemporary elements, to ensure your ability to succeed.
We give you access to our revenue share model that directly rewards your efforts .
We offer earning potential that give you access to a share of income ranging from 60% up to 90% of the amount invoiced to the client.
Personal earnings are expected to exceed £35K (first year) with loyalty and performance related bonuses it is excepted that second year earning can be considerably more.
What do you do now?
Simply contact us and lets have an informal chat about your goals and objectives and explore what we can do together.
Christopher Selby MREC, CertRP
Following a very successful period at East Midlands Allied Press Christopher went on to enjoy a highly successful, almost 20 year career in Telecommunications, Networks and Software.
Below are brief details on the key highlights of this time:
Following this long and successful career Christopher took some time out, travelling and also providing a bespoke Telecoms and Software consultancy business. This was followed in 2005 by the beginning of Christopher's recruitment career. Having joined Jonathon Lee in their sales and marketing focused 'Futurefind' division Christopher enjoyed considerable success, working with leading regional organisations such as Newsco (Yorkshire Business Insider) and internet access solutions company BOZII.
Christopher's next role saw him join Uniqpeople, a recruitment business owned by the VTL Group (formerly Sagar Richards) providing hiring support for VTL and the other group company, TWL Engineering, Uniqpeople also externalised its offer to SME's and Corporate customers. Christopher's final move prior to setting up Condita Select was to join Major Technical Recruitment as a Managing Consultant and a Search & Selection head. where he supported clients such as Sulzer Pumps, Carrillion and David Brown Gears.
Previous experience within the recruitment industry helped Christopher clearly understand the need for a completely holistic, transparent and integrity rich solution. Condita Select offers such a platform.
Update: As of August 2011 Christopher was delighted to accept the postion of National Director of the Independent Recruiting Group (IRG) for further information about this important and progressive community group please go to www.irg-uk.com
Phillip Parramore MBA, CertMgt, Prince2
Phil is a professionally qualified project manager, with almost 30 years public sector experience, employed by the Department for Work and Pensions and its predecessors since 1982. He has extensive experience across a wide range of operational, consultancy, major projects and for the last ten years in a variety of Human Resource policy areas, breaking down resistance and driving through change for the workforce.
Phil started his career in the Department of Health and Social Security and held a number of benefit administration and other customer facing roles in South Yorkshire, until he was promoted into Benefits Agency Headquarters in 1993.
For the next six years Phil was a well respected management consultant to the Benefits Agency, delivering a range of practical management solutions to clients in the Agency, including staff surveys, customer surveys, quality and process improvement facilitation, strategic and operational research. In these roles Phil demonstrated a high degree of commercial awareness and acumen, and always strived to exceed customer expectations.
A further promotion in 1999 preceded a move into DWPs HR community where he embarked on a long term personal development programme in which he held a variety of HR positions, including the following specialisms:
•Design and Implementation of Team Bonus Schemes
•Implementation of a new Performance Management System for the entire Department (at the time 130,000+ staff)
•Identifying impacts on line managers from the implementation of a new HR Service Delivery Model
•Providing consultancy to Non Departmental Public Bodies on their Reward Strategies and annual pay reviews
•Developing strategies, reviewing processes and publishing procedural guidance to optimise the ways that recruiters attract talent towards being employed by DWP
•Encouraging the Department's middle managers to upskill on their Leadership and People Engagement Capability and self-drive changes in the work place.
•Reviewed Diversity Staff Networks, identifying and implementing recommendations to improve their performance and operation.
•Policy and Compliance Manager for the provision of interpreting services to ethnic minority and disabled customers.
•Developing policy and publishing guidance for the implementation of a work experience scheme where DWP hosts opportunities for young jobseekers.
Having had many years of experience of the complexities facing employers in attracting talent and keeping employees inspired, motivated and engaged, Phil is excited about the opportunities that ConditaSelect presents for delivering practical HR measurement tools and practical solutions.
ConditaSelect can partner with you right through the challenges of the full employment lifecycle, from the moment you decide you need to hire, while ever the employee is in the job, and in transition from that role to new circumstances they face.
Phil has board level responsibility for product design and development for Employee Engagement, and for third party supplier and partner development.
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A short guide to building a business case for engagement activity
The delivery of engagement practice is recognised as a key foundation element to successful business.
The approach or strategies adopted will, of course, vary depending on the needs of the particular organisation and the individual that has recently been appointed or hired. However a few markers exist that help us understand those most critical elements that drive successful outcomes.
A short selection of successful and engaging approaches include:
Ensuring new employees are appropriately equipped (the correct tools) for the particular role they will be performing. Also determining if any additional skills need to be developed and creating a process to achieve delivery of them.
The implementation of a creative, structured and measurable engagement program will have such inclusions as:
• A session on corporate history and values of the organisation
• Delivery of an overview of the CEOs strategy and the financial goals and objectives of the business
• A structured and managed process of two way dialogue session with senior level executives
• An early and detailed explanation and example of performance reviews
• Beginning a tailored coaching and mentoring program to achieve desired skills, personal development and training needs
•Periodic, regular, formal and informal two-way feedback to assess the employees progress and concerns (line managers/HR)
•The implementation of an agreed development plan in place that will add value to the new employees career growth
Measurement is key:
Being able to interpret and measure organisational success at engaging with new (and existing) employees is critical. Having the ability to examine engagement performance metrics will provide:
• A holistic 360° view of the organisations achievements in respect of engagement activity
• A breakdown by measure of the characteristics of the engagement activity
e.g. What is the organisation getting right and what does in need to improve upon
• An understanding of how the organisation is perceived by employees
• The ability to create a road-map of progress in engagement behaviours and reduce organisationally debilitating behaviours
Employee turnover kills:
Research clearly shows us that turnover of employees will kill key business elements with impunity; Productivity, client relationships, organisational and departmental morale, and organisational cultural identity and memory all of them potential victims.
But perhaps most deadly of all is the ability for it to impact on losses that will eventually show up in the balance sheet.
Now there is evidence that engaging with employees really can have a dramatic impact on these costs. According to research companies are reporting big gains from engagement based activities, including
Navigating away from the Doldrums
UK business, along with so many other businesses in so many other countries, has been becalmed on waters
of the economic Doldrums for some considerable time. Now, however, for an increasing number of companies
it is possible to begin the process of planning their long-awaited navigation out of this disagreeable region.
Preceding months have seen extensive adjustments to many an organisations appearance. Downsizing, Re-deployment
and Redundancies have been an all too frequent a reality. At least now there are some early signs of the much needed
winds of change becoming evident. Such developments create opportunities. Preparations for navigating away from the
area need to be made with direction, objectives and goals all being mapped out and agreed. There is the need for one
additional are of focus. More than ever companies are going to need their most precious and dynamic of resources
their employees.
Organisations have been forced into making redundancies. Companies have re-organised or restructured. Increasing
numbers are going to need to begin finding ways of addressing hiring and engaging with the rightpersonnel for their
development needs. After all it will be the employees that will provide the engine, the power and the momentum to
navigate out of the doldrums. Management will be looked at to provide direction and steering.
Business Leaders, on the surface at least, appear to be ready for this challenge. It is easy to uncover evidence that they fully sponsor the view that it is employees that make their business what it is. It is interesting then that research can call into question just how sincere such statements really are.
Research data is available that reveals that the portion of the (global) workforce that is fully engaged is a rather unflattering 21%. Further statistics reveal that an equally unimpressive 38% of all employees were classified as either Disenchanted - 30% or Disengaged -8% (these two latter categories being the workforce element that has little by way of tangible loyalty to their current employer and are more likely to leave).
The above figures, when contrasted with the 59% of engaged employees that plan to stay with their employer, suggest that creating and introducing engagement strategies and methodologies will benefit the business.
The benefits of engaging, particularly with new and incoming staff, are not restricted solely to the individuals or the people they work for. The company as a whole can achieve an upside too. The Corporate Leadership Council statistics reveal that stock prices of organisations with high morale outperformed similar companies in like industries by a staggering 240%.
Providing a focused and meaningful way of engaging with and onboarding employees, particularly given the upcoming requirement for growth, is going to become an essential part of any companys strategy. How a company approaches this aspect of its business will be closely allied to how well they navigate the best course out of the doldrums.
Support for the process of engagement is easy to establish. It has been revealed that by engaging with new employees and putting in place meaningful onboarding processes it is possible to improve and individuals discretionary effort by up to 20% .
Further research reveals that when provided with a coherent onboarding and engagement strategy 69% of newly hired individuals were still employed by the company after 3 years compared with those that did not receive any such efforts at the time they joined .
The opportunity to be planning moving out of the doldrums will be of considerable satisfaction to many a Business Leader. The opportunity to get back on course and make progress along their chosen route will provide a welcome respite from the previous period. What a shame then that for many such a time of hope and anticipation will be spoilt by inadequate or under-powered processes for dealing with newly hired personnel.
Organisations that do not accept the need for engagement policies and practices will need to find other means of creating the right headway.
Co-ordinated, consistent and measured approaches to getting individuals into and engaged with the business will provide the best possible platform for achieving the desired success.
Navigating away from the Doldrums will take effort, focus, determination and the unstinting effort of the people that ultimately make it all possible - Employees.
Condita Select isn't a recruitment company, however with a number of our team having a background in recruitment we are able, on a case by case basis, to offer Search & Selection or Executive Search services - For more information click here
When it comes to finding the right talent for your business wouldn't it be a good idea to work with an organisation that fully understands the processes and methods applicable to a successful hiring outcome?
With over 15 years of recruitment experience in a wide cross section of industry verticals Condita Select can offer an unrivalled Search & Selection capability. We conduct our Search & Selection and Executive Search models they way they should be offered.:
We use our widespread and contemporary network of contacts, making discreet and professional approaches to talented individuals, and keeping up-to-date with all the key players, influencers and 'captains of industry' .
By utilising our broad network we are able to reach out to specific sectors, specific verticals and, of course, specific individuals.
If you are interested in our professional, structured and highly successful Search & Selection service please contact us.
We look forward to discussing your requirements.
© Condita Group (UK) Ltd trading as Condita Select. | Company No. 7024951
