Charles Fellowes and Talent Solutions
Using over 21 years of learning and experience, the CHARLES FELLOWES GROUP has developed a full service offering that can address your people challenges. Our approach is simple: we respond to your business needs, supporting you to make sure you have the right people in the right places to deliver your strategy.
The heritage of the CHARLES FELLOWES GROUP as a recruitment leader makes us uniquely able to manage complex recruitment challenges seamlessly.
Our model:
Aligning Talent: by mapping the ‘key players' in your organisation against the strategic plan to establish where the present and future talent is and where the critical gaps lie which may put the business at risk.
Search and Integration: executives with the credibility and capabilities to deliver to any specified role. Supporting their transition into the organisation to ensure they perform to their full potential from the very first day.
Merger and Acquisition Integration: by supporting organisations to successfully merge or acquire by assessing targets, integrating the businesses and reviewing the transaction to ensure everyone concerned is able to continuously perform to the highest level.
Realising Talent: by working with organisations to ensure their people are realising their talent, delivering to their full potential and managing their careers to best effect.
The benefits of our approach:
We are able to make a broad range of innovative and global solutions available to your organisation, ensuring you can get the very best return from existing internal people and new external hires.
Whilst we provide the solution, you are in control of the process. Our focus on working in partnership, forming long term relationships is based on our values to provide dynamic solutions, with integrity and excellence, meaning our clients receive the very best outcomes.
Twenty years of experience has taught us that organisations can:
- Be too quick to hope for salvation by recruiting someone who possesses the capabilities, and ability to deliver, that they are lacking.
- Actually destabilise and ‘switch off' existing employees through bringing in new people over them, and not managing this process well.
- Be too critical of existing staff, and too ready to be overly optimistic about what an external candidate can bring.
- Adopt a ‘sink or swim' mentality to new recruits that, regardless of their abilities, can result in: people failing to get up to speed as quickly as they could, and even in their leaving.
- Fail to think broadly enough in the way they consider how to fill vacancies, and thereby not build on the opportunities provided by search as strategically as they might.
- Too readily accept compromise solutions based on the candidates available, rather than explore alternative options to best meet the defined need.
For more information please contact:
Peter Harvey
Talent Manager
Direct Line: +44 (0) 121 200 8511
Switchboard: +44 (0) 121 233 5000
