The brief
Veredus are the exclusive Executive Search Partner for MoD, DE&S and SDA. As part of our ongoing partnership, we were asked to identify their next Director of Ships. As the role was reporting into Director General Ships it was a Senior Civil Service role level 2 and as such, we had an appointed commissioner to oversee fair and open competition rules were maintained throughout.
Challenges
- Specialist Background – Our targets were going to be limited as the DG wanted an experienced ship acquisition professional who had intimate knowledge of the Royal Navy needs and future requirements. The commissioner on the other hand wanted commercial shipping candidates from the large commercial shipping lines and ship building leaders to be on the target map.
- Diversity – As an added complexity the CEO of DE&S had already mandated that all senior hires within DE&S must have a shortlist of at least 30% from diverse and underrepresented candidate backgrounds.
- Security Clearance – This role was required to be DV clearance, as such excluded a large pool of international candidates from ship building industries.
The process
Specialist Background –We have over 25 years’ experience of appointing to senior executive levels. Our processes comply with Civil Service Recruitment Principles and Civil Service Commissioner’s rules, and we have worked extensively with the Office of the Commissioner for Public Appointments. Coupled with our extensive database and technology tools we were able to identify a strong candidate pool. Our candidate attraction strategy & tools included:
- PocketRocket / Kyloe & QRG systems give us AI/ML platforms to search global cv databases and Networks, all integrated into our Bullhorn platform that generates realtime data and tracking
- Our database (160,000+ senior execs from over 800 assignments)
- Veredus Insight: a team comprised of over 50 researchers & business Analysts
- Talent Mapping (Power BI) from previous 800+ assignments
- Talent Pools (Power BI) from previous 800+ assignments
- Talent Communities (Triage)
- Desktop/telephone research – conducted by our Defence research team
- Previously conducted market analysis.
- Social networks (LinkedIn/Twitter)/internet forums.
- Diversity Networks and Specialist Groups
All our assignments are project managed and utilise realtime data capture in the form of Power BI Dashboards. Our MoD client has open access to this data so at anytime they can see progress and get a clear picture of the assignment as it develops. An example screen shot of one of our dashboards is below:
Diversity – We pro-actively built a field of target candidates with diverse characteristics. We did this through our desk research and by contacting our trusted sources across the market, expressly asking for recommendations of candidates with protected characteristics. We know this works. Our pro-active approach also extends to attracting candidates who have declared disabilities and engage with the Guardian’s Disability Network which has over 1 million members.
We have strong relationships with partner organisations, that are committed to working through empathy, acknowledging and valuing our differences. As part of the search campaign, we proactively networked with a wide range of organisations such as:
- Lean In
- Women’s Business Club
- LGBTQ+ Foundation
- Neuro Inclusivity Network
- Women in Defence
- Women in Nuclear Network
- Diversity Matters
- Business Disability Forum
- Race for Opportunity
- Women on Boards
- Network for Black and Asian Professionals
- Deaf & Hearing-Impaired Network
- Women’s Engineering Society
- BAME100
Security Clearance – Veredus are used to working in the DV/SC secured space, we have our own “Security Watchdog” team that provide security vetting and preparation for DBS Developed vetting clearance processes. We advise all candidates in our search process of the additional personal and professional information that will need to be collated in order for their offer/acceptance to be valid. These extra checks include but not limited too:
| Check | Why? |
| Nationality | Verify Passport status |
| Identity & Right to Work | Legal requirement |
| Financial Probity (credit check) | Verify that applicant does not have CCJs or bankruptcies |
| Criminality | Verify that applicant does not have a criminal past |
| International Sanctions | Verify that applicant is not on any sanctions lists |
| Directorship | Verify that applicant does not have directorships which pose a conflict of interest |
| Adverse Media | Verify that applicant has not had bad press exposure |
| Social Media | Verify that applicant does not have unacceptable values or behaviours for future employer |
| Qualification | Verify that applicant holds the qualifications they state they have on a CV |
| Activity (2 years) | Verify applicant’s activity (employment/education) history |
Results
Following a detailed briefing with the Director General and senior stakeholders including the commissioner herself we set out and agreed the timeline and developed a detailed and enlightening candidates data pack with wording to appeal to a broader candidate pool and notably diverse candidates.
We were able to assemble a target map of over 145 candidates from across both commercial shipping and navy.
After engaging with the targets and sharing the candidate data pack along with clarifying any open questions we closed with 14 applications. After a client review and Veredus selection interviews we shortlisted to 4 candidates. The shortlisted candidates were 50% diverse so we achieved the CEO aim of ensuring a minimum of 30% was achieved and in such a niche role was well received by the Commissioner and Director General.
Veredus psychologist team provided the leadership assessment and staff engagement facilitation with detailed candidate profiles and reports as well as direct feedback to the panel prior to final interviews. Following final panel interviews we had two appointable candidates and one appointed. Assignment took 8 weeks from briefing to successful placement.
We received commendations from Commissioner and DG following a highly successful assignment. Candidate Care Feedback was rated as “Excellent”.