Having your own in-house recruitment function/partner has many benefits. One of the key benefits being, your organisation is engaged with your recruitment team and able to trust your recruiters with tasks and information you may not be able to include a recruitment agency in. One of these key areas is the tender process. Coming from my experience of working in-house with FTSE100 sized businesses to SME businesses I have been involved in tender development many times. Many tenders will ask you questions like:
This type of answer will not quite cut the mustard, even if you pad it out a bit -
❝ Candidates will be sought from job boards, referrals and recruitment agencies.
The client will want to see facts and figures in this section of the tender. Without including facts and figures about how you will attract employees/contractors to deliver the services your answer will not carry enough impact. You will want to show proof of how many people you can engage with immediately, whether they have experience working with your business previously and if you need to recruit new people, how you will do this in the most cost efficient manner. Your recruitment function can be a key player in developing this area of the tender:
In my experience tenders will regularly be closely fought towards the end by 2-3 tendering parties. By this stage the client usually has at least a couple of tenders that are scoring very similarly. This is where, if you have put extra effort into the non-commercial and technical areas that are sometimes rushed over, you might just increase your chances of winning. Also, by engaging your recruitment function early you can make sure that they are prepared to recruit the new people needed without using a 3rd party. This will help you keep your tender price lower and provide a lower cost base for delivering the contract. Good luck in your tenders! You can download my tip sheet on the detail you should include that might just win you that next tender.
I have had the privilege of gaining a diverse array of experience in both in-house FTSE100 and recruitment agency style positions. More recently I launced People Traction. Check out our services here.
Throughout my career I have been passionate about providing a seamless and enjoyable application process and have lead projects to design company websites, careers sites and job boards.
I have been instrumental in creating and delivering global proactive recruitment strategies and training recruitment teams in how to pro-actively resource passive and active talent. The results of delivering a pro-active recruitment strategy have shown significant reduction in time to fill, improved candidate quality and significant cost savings.