Quick facts

About Search Consultancy

RAHAME CASWELL, THE chief executive officer of this recruitment consultancy, hit the road last year, visiting all 13 of its offices. The tour was an opportunity to meet employees in informal settings to share cake and candid conversations. Made aware that the condition of the central services team’s office in Glasgow was affecting morale, he acted quickly to move them into new premises. Such a decisive response results in staff feeling Caswell runs the business on sound moral principles (79% positive).

The firm started life in 1987 in Glasgow, where the head office remains, and today has 637 people working across the UK. The young workforce — more than half are under 35 — enjoy numerous training opportunities, including job shadowing and elearning, and consider their roles good for their personal growth (77%).

As well as bonuses, competitive league tables allow consultants to see how they are performing in relation to their peers. Winners are rewarded with prizes, including spa breaks, theme park tickets and digital cameras. Search people are motivated, saying they wouldn’t leave tomorrow if they had another job (76%).

Innovative ways to boost communication include speed-dating-style workshops, where staff meet people from outside their own division. Engagement and teambuilding have been promoted through a FitBit challenge and quiz nights, while charitable activities encouraged by the company include giving blood, collecting for food banks and raising cash via dress-down days.

www.search.co.uk


What is it like to work for Search Consultancy

Leadership
Leadership
Whilst the entire senior management team are committed to every one of the company values, each of the Senior Directors can also be matched with a core value. These values are ‘passionate and driven’, ‘knowledgeable and consultative’, ‘honest and open’, ‘supportive and respectful’ and ‘innovative and flexible’. All of the leaders within Search have an open door policy. The MD's, Debbie and Simone are both highly visible in their regional offices and can also be found rolling up their sleeves with their teams and getting involved in community projects, including the One Day volunteering initiative and the Career Ready mentoring programme. Grahame Caswell undertook a scheduled tour of the offices and billed the 'Caswell & Cakes' tour, these are open forums in a relaxed setting which gave people an opportunity to get an update on the business directly from Grahame and feed back to him where they would like to see improvements made. One of the biggest changes was an office move for the Central Services departments from accommodation that was in need of refurbishment. Grahame recognised that this was having a negative impact on morale and set to work to put plans in place to find alternative office space. The whole team moved in to newly refurbished, state-of-the-art, open-plan premises a short walk from Glasgow Central station in August this year and everyone is delighted with their new home. Grahame also attends as many staff events as possible, including the quarterly New Start lunches, High Flyer events, Long Service lunches as well as the majority of the training sessions.
My Manager
My Manager
Search's BEST training programme includes some specific courses aimed solely at Manager level and above. All of the courses on this programme have been designed to provide the Management team with a solid foundation of the skills and behaviours required to lead and manage successful teams. They have continual on the job mentoring and coaching within the teams across the business. Their open door policy and culture is such that anyone at any level within the team has access to tap into the knowledge and experience of anyone within the business. All managers undertake a formal appraisal process which identifies their key objectives for the following year and forms the basis for regular reviews by the heads of department. All vertical heads have the responsibility for motivating and inspiring their management team to achieve the objectives set out within the appraisal process and they work closely enough with them that they understand what motivates each person to help them achieve their goals. Search positively encourages individuals to develop the necessary skills, knowledge and competencies required for promotion. As such, they are fully committed to providing the necessary training and development in line with the principles of IIP. This is reinforced by Search’s appraisal system where managers can formally discuss training needs against promotional aspirations. The guidelines set out the minimum expected levels to be achieved at each stage prior to being considered for promotion with minimum requirements clearly laid out for each level. The Director of HR has this year also introduced specific manager workshops that have been developed around employee engagement. These have been designed based on their Best Companies feedback, and allows discussion on the findings from the MC3 analysis, affording Managers the opportunity to confidentially discuss this feedback with the HR Director.
My Company
My Company
Search Consultancy’s vision and values drive their organisation; they are introduced to all new starts as part of the company’s induction programme, are highlighted within the staff handbook and are in offices displayed in frames to keep them in the forefront of everyone’s minds. They are also available to view on the company’s intranet, Reach, and are incorporated into the performance appraisal and annual review schemes. Each year they select new values champions – people who demonstrate their commitment to the values day in and day out and can be held up as excellent examples of best practice - so Search’s values are personified. They also have ‘values cards’ available in each of their offices. If someone thinks that a colleague, or a team, has demonstrated one of the company values, they can recognise this with a card and let them know that they are appreciated. Cards have been set up for each of the values, all anyone needs to do is pop them on their colleague’s desk or send it in the internal mail to be delivered. The business is all about people so it’s imperative that trust is established between consultants, clients and candidates. Passion, drive, innovation, honesty and Search’s consultative and supportive approach form the foundations of the training programmes at all levels within the organisation so that they are established at the outset and reinforced as a fundamental part of the job.

Learn more about the 8 factors of workplace engagement here

Benefits:

  • Women
    Women

    At least 40% of senior managers are women

  • Pensions
    Pensions

    Companies offering a final salary, non-contributory pension scheme or one in which the employer puts in at least three times

  • Profit Related Payment
    Profit Related Payment

    Companies offering profit related pay to all employees

  • Family Friendly
    Family Friendly

    School hours contracts offered to staff

Company Statistics

  • UK sites:

    13

  • Earning £35,000+:

    31%

  • Average Age:

    32

  • Male : Female:

    41% / 59%

  • Staff Turnover:

    44%

  • Staff:

    637

Accreditation

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