Recruitment FAQ

For our standard process, we charge £6,000 (ex. VAT) plus disbursements.  For this, we will look after the Consider, Attract, Select, and Evaluate phases of the process.

For more information visit our pricing page here.

There are some extra costs such as advertising the role (typically in the region of £500,), psychometric profiles (£100 each).  If there is travel involved, this will be charged as a disbursement.

It can happen.  Unfortunately, that is part and parcel of dealing with people.  However, if there are no suitable candidates this is usually identified during the initial stages of the process.   In the rare case of there really being no suitable candidates, we recommend re-running the process.

We don't work on a success fee, so Wellmeadow's fees would still be charged. 

Hopefully, if the right tests and criteria have been done, this won't be the case.  Being honest, it has happened where a candidate has shone at interview but turned out to not deliver on the promise/potential.  At this juncture, it's usually best to part company and start again.

Note - we don't offer refunds as we charge for the time invested in the process.  What we can do is offer a reduced price on a re-run as much of the groundwork will have already been completed.

By using a structured recruitment process you can improve your chances of finding the right candidate.  This is because you are being forced to think through what you need, what you should test for, how testing should be done, etc.

You don't need to outsource this process. If you have the time and skills in-house you can design and run your own process. If you want some tips on how to do this download our ebook here.

No.  We don't have a book of names that we can call up and we don't just throw CVs at you to get bums on seats.

We are business people who have worked with over 100 companies at board-level.  We've seen the good, the bad, and the ugly when it comes to recruitment.  We use our broad business experience to help bring insights to our process.

To be honest, who you use should depend on the context of the role. If you have a trusted recruitment consultant who knows your business, use them.

Sometimes, we work with a recruitment consultant.  They will source the candidates and we handle the selection.

Other times, business owners want a different approach which is where Wellmeadow can help.

With our process we have found that about 85% of candidates placed are still in post after 12 months.

No.  However, it can be very beneficial to have a clear understanding of what your organisation's cultural norms are before you recruit. This is particularly true for roles that will have a significant impact on strategic direction, etc. 

Again, not really.  It is possible to run a recruitment process without involving the broader team (if there is one).  The level of involvement from the senior team will be determined by the nature of the role.

For board level roles, making the investment of getting other board members involved can be greatly beneficial.  You end up with more perspective, reduce potential for bias, and more people feel involved in the decision-making process.

It's a process but it involves thinking about the standard for behaviours that are culturally acceptable. They need to be lived out within the organisation.

If the values are removed, the organisation would look entirely different.  The values are in essence, the organisation's DNA. Our recruitment ebook (click here) has more information on how to discover your organisation's values.

If you do, that's great and we can certainly use it.  We might want to discuss certain aspects of it with you to challenge or expand aspects of it but this is always done in a spirit of trying to get you the best candidate.

We advertise roles via most of the major job boards such as Indeed, Monster, Total Jobs, LinkedIn.

You don't need to have an online questionnaire.  It is worth considering using one if you expect to have a significant number of applicants.

If Wellmeadow is running the process we will design the questionnaire on your behalf (with your input of course).

Our experience has shown that including a letter to candidates from the MD helps to personalise the process and build rapport at an early stage.

In most recruitment roles that we run, candidates comment that they value input from the MD, especially if there is honesty about the challenges and opportunities within the role.  We often help our clients to write these letters if need.