What Happens in the First 30 Days After a UK Firm Outsources to Us

Many UK companies worry about what will happen in the first 30 days after a UK firm outsources to us for their recruitment support.
Some of the concern is natural: will it just create yet another headache for an already hurried staff or will it actually work? UK construction companies consistently face this dilemma when considering outsourcing support.

This article explains what Exuberant Global actually does in the first 30 days of a UK company outsourcing.
The answer is strategic, structured and based on your needs; not a typical repurposed model.

Week One: Understanding Your Company Requirements

The first port of call from your Exuberant Global weekly email is to understand your company's culture, your shortcomings, what types of roles are difficult to source and your time frames.

This isn't a quick poll.

It's in-depth onboarding conversations that inform all communication or action moving forward.

Getting the brief right requires understanding

Many UK construction companies have experienced the frustration of briefings leading to unsatisfactory candidate flow days later.

That's what occurs when the brief is generic.

Exuberant Global utilises a detailed requirement gathering process whereby contract types, experience levels, and compliance considerations are established in order to expedite the process.

This work directs activity later on and can significantly increase efficiency in your team.

Work with a dedicated virtual recruiter

After confirming your requirement, a dedicated virtual recruiter is assigned to a group of clients who will liaise with you on your candidate needs only.

This one focal contact isn't distracted by other commitments but wholly acts on your behalf.

Together you will form a project team to go after the roles you need filled.

This approach is often more beneficial in a time-sensitive sector like UK construction than temporary agencies calling you every five minutes!

Weeks Two and Three: Candidate Sourcing Process

The moment week 2 arrives, you're recruiting! Your virtual recruiter will be actively sourcing UK candidates.
Job board posts will be launched, professional networks used, and targeted outreach made.

This isn't passively waiting for people to see the job post. It's all about going after approved prospects.

How Exuberant Global find UK construction candidates

The team identifies talent that hasn't necessarily created an ad submission by directly contacting them.

Given UK construction is already used to efficiently realising contract opportunities, these candidates tend not to apply for ads but are publicly apparently receptive to the right opportunities if reached at the right time. It requires deliberate professional messaging to gain their attention.
The full process is handled entirely by your dedicated virtual recruiter.
This keeps your internal team from being diverted from their core responsibilities.

Shortlisting and presenting the first few candidates

Once your selected candidates come back, they are pre-screened against your initial brief.

They are checked only for the aspects relevant to the brief and match requirements before they are moved onto your review.
This prevents an unmanageable or disqualified batch of applications being sent to you for review.

Recruiters head off CV sifting and initial screening to save you time, money and effort.

- Candidate level screened against role-specific experience
- Call and availability checked early
- Final shortlisted candidates only presented to client
- Feedback sessions scheduled immediately if necessary.

Week Four: First 30 Days After Outsourcing Complete

By week 4, your new Exuberant Global candidate is in the process of being introduced to your team.

You've just been given your first candidate shortlist and initiated discussions with most of your prospective new hires.

Week 4 is when your client relationship goes from okay to fully operational and processes can be flushed out effectively.

Reflecting on the recruitment process

After three weeks on the job, feedback from your internal team is continually used to reflect on the hiring process.

Were alternative candidate sources needed? Was something about what you wanted not accurately portrayed? Your dedicated virtual recruiter will be regularly reviewing your feedback and tweaking the process accordingly.

This prevents issues arising down the line.

Implementing payroll support for new joiners

For UK companies who use contractors or temporary staff, moving to another company can create financial headaches.

Payroll support will be offered during this phase to put in place an effective system.

Step 4 benefits from establishing the pay schedules, reminders and legal requirements at this stage.

Payroll impact must be considered early on to avoid downstream issues between your finance team and your hired team members.

- Finalise pay cycles and associated reporting requirements
- Verify compliance requirements for each type of hire
- Establish reporting protocols with finance teams
- Handle ongoing issues related to payroll.

Finally, this last week is when the entire support structure is finalized for your new hire and you have a continuous workflow established with your ongoing virtual recruiter.

To conclude the next 30 days after working with Exuberant Global entails a focused, non-complex process that is tailored to your company's needs.

There's no start and wait, there's no time where nothing occurs. Your recruiter is learning the ins and outs of your business from week 1.

From week 2, candidate sourcing has begun. By week 3, short-lists are in place. By the end of week four, you're continually refining your process and supporting the new starters efficiently.

This can have a huge positive impact for UK construction companies facing ongoing skills shortages, limited candidate pools and extensive internal pressures.

You take over nothing but free time.

You gain an efficient, expert team member who only works with your organization at a premium level and supports your hiring process.

If your company is serious about hiring support that takes factors off your plate, speak to us today.

Please visit exuberantglobal.co.uk to find out more about our services and how we may benefit your operation; one email or call away.

FAQ

How fast do you get my dedicated virtual recruiter on the phone once I sign up?
A week.

What can I expect in the first 30 days?
An easy-to-follow overview of the first 30 days after outsourcing your recruitment support to Exuberant Global, covering everything from speed and candidate sourcing to the amount of internal involvement required.

The onboarding conversation will take place almost immediately after the agreement is in place - this process takes no more than a couple of days.

By the end of week one you'll have your assigned virtual recruiter along with the agreed recruitment brief.

This means active sourcing can begin in week two with no delays or time wasted.

Speed is vital, especially for construction companies with projects driven schedules and immediate hiring needs to fill.

Do we need a big internal team to support the outsourced virtual recruiter?
No.

The dedicated virtual recruiter running your account is fully responsible for the required sourcing activity.

Your internal team gets involved only when they need to be - at key decision points such as reviewing shortlists, participating in interviews and providing feedback.

This is exactly why outsourcing recruitment support works so well for smaller construction businesses that don't employ specialists in their own HR / recruitment team but need ongoing (often on-demand) support.

Which roles are supported by Exuberant Global?
All construction companies supported regardless of size or specialization.

Roles supported include all construction work-based positions such as trades, general labor, technical and specialist trades, project team, office teams, etc.

There is usually a tailored approach for each role type but it's no less effective for highly specialist positions than it is for volume hiring.

Each brief is handled uniquely rather than using a generic deployment approach where no two roles are treated the same way.

How does payroll support operate?
Payroll support is generally specified around week 4 of a campaign so the first month the client deploys our recruitment delivery support.

This is ideal because the payroll service can be set up around the actual hiring outcomes being secured.

For businesses with an immediate payroll need, this can be brought forward - the team is flexible in their delivery schedule to address operational needs.

How does the team uncover non-active candidates?
Their talent outreach approach targets high quality construction candidates proactively instead of simply waiting for applications.

Many of the best experienced candidates are not exactly hunting jobs actively - they are waiting to be approached by the right employer.

A proactive, targeted specialist outreach campaign is required to engage them rather than wait for applicants using generic job board advertising.

The virtual recruiter guides these efforts directly and expertly, providing a competitive advantage over advertise and hope approaches.

What if the initial review of shortlisted candidates is unsatisfactory?
Fast response is standard.

The team will reconfigure the search parameters instantly as recommended by the client and present a fresh candidate shortlist.

Depending on your preference, by the end of the first month you have a finely tuned search process with increasingly accurate candidate targeting.

The first ideal candidate shortlist should be in your hands after week 4.

Can this service be used for short-term projects not just long-term jobs?It can.
Recruitment support generally operates on permanent placements but also offers a bespoke offering for temporary and short-term assignments too.

This is especially relevant for construction clients because project staffing needs are episodic and temporary staffing solutions are commonplace.

The virtual recruiter considers the project basis of your hire - the same care and attention is given to short-term building projects as long-term employment.