This document provides information about McGregor Boyall, a recruitment firm that has been in business for over 22 years. It specializes in recruiting professionals for public services and financial markets. The document discusses McGregor Boyall's clients, recruitment standards and processes, commitment to quality and diversity, and additional services provided to clients like salary surveys and assessment centers.

1. Professional Recruitment
Providing experience and expertise
for over twenty two years
mcgregor boyall
com
Professional Recruitment

2. Contents
03 About Us
04 Our Clients
05 Public Services
06 Standards
07 Quality
08 Diversity & Inclusion
09 Added Value

3. McGregor Boyall 03
About us
For over 22 years McGregor Boyall has been
successfully delivering professional recruitment services
to a Public Services and Financial Markets client base.
Our history and We partner our clients in recruiting the best professionals in the areas of:
track record clearly
• Audit, Compliance and Risk
demonstrate our ability
• Client Relationship Management (CRM)
to innovate in the face of
• Commissioning
constant change.
• Enterprise Resource Planning (ERP)
• Executive and Senior Management
• HR
• IT
• Marketing
• Procurement and Policy
We have been successful due to the professionalism, sector knowledge and
experience of our consultants. It is their commitment to high levels of service
and effective delivery that has allowed us to develop a deep pool of candidates
who consistently turn to McGregor Boyall when searching for a new position. In a
marketplace in which effectiveness and value are increasingly prized by both clients
and candidates, we believe that the qualities which have sustained our performance
in the past will continue to do so in the future.
The past two decades have presented our clients with an array of recruitment
and retention challenges that we have helped them to meet. It is now clear that
the immediate future will pose even greater ones. Our history and track record
demonstrate our ability to innovate in the face of change whilst retaining our
commitment to the unchanging values of focus and commitment.

4. McGregor Boyall 04
Our clients
McGregor Boyall has actively developed a range
of recruitment services which reflect closely the
requirements of our client base.
A tradition of flexibility, From a recruitment perspective it is clear that the immediate future will look very
different to the recent past. Yet even though most of our clients will face similar
agility and creativity challenges in general, individual organisations may be required to respond to
have allowed demands that are highly sector-specific. Our clients include:
McGregor Boyall to
target our services Amnesty International London Borough of Lewisham
BAA London Borough of Richmond
in a constantly BBC London Borough of Southwark
changing recruitment BBC World Wide London Borough of Sutton
environment. Cambridge City Council
London Borough of Tower Hamlets
Carlisle Managed Services
London Borough of Waltham Forest
Comic Relief
London Borough of Wandsworth
East Northamptonshire District Council
Northampton Borough Council
East Sussex County Council
Northamptonshire County Council
Essex County Council
Foreign and Commonwealth Office Royal Borough Kensington & Chelsea
Guildford Borough Council Royal Borough of Kingston
Hertsmere Borough Council Runnymede Borough Council
London Borough of Bromley Seven Trent Water
London Borough of Camden St Albans District Council
London Borough of Croydon Stevenage Borough Council
London Borough of Havering Thames Water
London Borough of Islington Watford Borough Council

5. McGregor Boyall 05
Public Services
McGregor Boyall’s Public Services & Utilities Team work
closely with Central & Local Government bodies, Charities,
Not for Profit and Utilities Providers for the supply of Contract,
Permanent and Interim appointments primarily in the UK.
Our track record of replicated success for our clients for over twenty two years, in extremely
competitive markets is testimony to our ability to deliver.
We listen to our customers needs, taking meticulous care offering unsurpassed quality
to ensure every element of the recruitment cycle is carried out correctly, and intuitively
anticipate what our customers’ future needs are.
McGregor Boyall actively invests in keeping in touch with the ever-changing landscape of
the sector to deliver the highest quality service. Consultants receive enhanced training on
issues including diversity in addition to attending conferences and workshops to develop
their sector knowledge and professional networks.
McGregor Boyall’s reputation of integrity and long term record of client satisfaction is
reflected in the depth and breadth of our diverse relationships.

6. McGregor Boyall 06
Standards
As an ISO accredited firm, we interview/vet all candidates in
compliance with strict guidelines.
Candidates are initially selected against a client’s given criteria and their CV is assessed
for relevant experience. The candidate will be given a telephone interview to assess their:
• Technical skills • Career history
• Business knowledge • Fit for a particular role or company
• Personality • Eligibility to work in the UK
In addition candidates aspirations and motivations are covered along with salary/rate and
package requirements, which are managed in line with market rates.
Should the telephone interview conclude satisfactorily it is our policy (where possible) to
meet every candidate for an in depth face-to-face interview prior to submitting their details
to a client. Only when the Account Manager is satisfied with the candidate quality will the
CV be forwarded to a client for consideration.
Below is an indicative range of services we offer our existing clients in order to assist with
their referencing requirements and fully assess candidates suitability:
Address Verification Employment referencing
Credit referencing Line manager interviews with all previous
Disqualifications employers
Directorships Sanction checks
Academic verifications Full analysis of screening results against
Professional memberships/Affiliations disclosure documents
Character referencing Clear and concise presentation of results
CRB (optional)

7. McGregor Boyall 07
Quality
An almost fanatical focus on quality has always
enjoyed a critical position at the heart of McGregor
Boyall’s service offering.
Accompanying our commitment to ethical business practices, the firm’s key policy
commitment is to quality. We understand that such a commitment could appear
loose in its definition and erratic in its implementation.
McGregor Boyall has therefore chosen to promote quality as the key organising
principle of its operations by gaining ISO accreditation ISO9001:2008. Our most
recent audit was in May 2008 when we were awarded continued accreditation
with no non-conformities found.
Our Pride in Quality programme includes:
• Quality Management System for client satisfaction
• Post-Assignment Quality Surveys
• Recruitment Assignment Performance Reviews
• Continuous Consultant Performance Measurement
The Recruitment and Employment Confederation
The REC is the association for the £24 billion private recruitment and
staffing industry in the UK, with over 6,000 recruitment agencies and over
8,000 recruitment consultants in membership. All members must abide
by a Code of Good Recruitment Practice and are subject to disciplinary
procedures.
McGregor Boyall is a corporate member of the REC. Membership No. 10539

8. McGregor Boyall 08
Diversity & Inclusion
McGregor Boyall operates a comprehensive Diversity
& Inclusion Policy that states that everyone shall be
treated equally, irrespective of gender, marital status, age,
disability, sexual orientation, colour, religion, ethnicity or
national origin.
All applications for employment are managed on an individual basis and the grounds for
selection are based purely on a candidate’s skills, qualifications and aptitude.
Our best endeavours are made to ensure that this is applicable to every applicant; regular
monitoring is performed throughout the recruitment process. We are firm advocates of
positive action against discrimination and therefore actively encourage applications from
previously marginalised groups.
McGregor Boyall is committed to a broad range of diversity initiatives that help to
ensure that clients, candidates, employees/contractors do not experience prejudicial
discrimination, either directly or indirectly, as a result of their contact with us.
The Policy also mandates that we monitor associated operational activity. The information
from this monitoring is unavailable to our recruitment consultants and is kept separately
from the information to be used in the selection process. Candidates are not obliged to
consent to this monitoring activity.

9. McGregor Boyall 09
Added Value
With over 22 years recruitment experience we have a solid
track record of providing additional services and materials to
our client base.
Upon a clients specific request we are able to provide the following:
Salary Surveys
We are able to provide salary surveys, allowing individuals with hiring responsibility
to quickly receive information regarding specific positions based on current rather
than historical information. These salary surveys have enabled clients to evaluate the
competitiveness of their compensation structure in the Public Services and Financial
Markets sectors. The information is constantly updated and is therefore very accurate.
Market Intelligence
We provide a number of our clients with regular updates on recruitment and demand for
skills. This includes the level of demand for expertise from Public Services and Financial
Markets, recruitment levels over comparable periods, indicators of shifts and changes in
hiring patterns and the impacts of new markets, technology and regulations.
Assessment Centres
Assessment centres provide an opportunity to review and assess the performance and
ability of candidates in a variety of ways including individual and group exercises, case
studies, role- plays, and presentations, which have all been designed to replicate the
tasks and demands of the job for which a candidate (or team) is being considered.
A wide range of skills and ability can be assessed including leadership, ability to work
in a team, initiative and innovation, communication and presentation skills etc as well as
providing an opportunity to see how candidates adapt to situations, their approach to
problem solving and application of theory based knowledge.
Assessment centres can provide a more accurate indication of future job success in
particular tasks. Testing for personality and behavioural traits are important hiring tools in
a climate where organisations are working harder than ever to capture and retain the right
people.