We relish the opportunity to meet with you and demonstrate our cost-effective, tailored and quality-orientated approach which allows us to convert demanding assignments successfully within challenging time-scales and service levels
Whilst we have had impressive client feedback regarding all parts of our recruitment programme, a number of our clients have been most impressed with our ability to digest complex technical information and provide credible advice in a professional and honest manner at the start of a campaign.
Clients often comment that we have ‘opened their eyes’ to the talent available in the market, but also without our input at our initial meeting they would have been wasted valuable time assessing the wrong skills and attributes.
Once we have agreed the full job brief we will prepare an Assignment Brief which will include descriptions of the vacancy in context, personnel specifications, salaries and benefits package and core technical requirements and competencies required. The Assignment Brief will be utilised to identify suitable candidates.
For permanent and interim appointments we will typically utilise all of the following sourcing methodologies to approach and engage the very best candidates in the market (not limiting our process to those available on the market)
Search from our vast existing talent-base of candidates and contacts within our CRM system
Working confidentially with our contacts to gain access to the best-in-class candidates
Targeting specific breeding grounds and organisations where suitable talent is present and making confidential approaches
Utilising a broad range of appropriate online job board (existing partners and new providers) and when appropriate; national and trade printed press
Utilising social and business media websites to confidentially generate interest in your appointment(s)
For Interim assignments we benefit from a large talent-base of existing Interim professionals, however even when candidate shortlists are required immediately we utilise the majority of the above methodologies in order to provide our clients with the best possible shortlists and an informed perspective of the candidates in the market.
Typically, we will select the best three candidates (from the full range of sourcing methodologies) for each individual assignment against the agreed criteria.
Research has shown that competency based structured interviews are more likely to predict success in an appointment. For all assignments we utilise our unique interview framework designed specifically for our sector and tailored for each individual assignment. This includes a comprehensive competency and technical based interview assessment. We can also provide interviewing training and support our clients throughout the interviewing process.
To make a more accurate selection decision we can provide as an option a full range of personality profile assessments and ability testing (numerical, verbal reasoning etc...) produced by the UK's leading test providers including SHL and Thomas International. We offer assessment and testing ‘on-line’ or ‘on-site’ (at your premises or our offices).
We provide professional references at agreed time-frames during the recruitment programme. We tailor the references to agreed areas of interest and use a number of agreed sources i.e. Line Manager, Subordinate and Client, depending on our clients’ requirements.
Where possible we prefer to present our shortlist of candidates (curriculum vitaes, interview notes and when appropriate references and personality profile & testing reports) on a face-to-face basis to our clients. We provide a comprehensive overview of each candidate, including their areas of development as well as where they fulfil the brief.
For urgent contingency based assignments we often present our shortlists within 24 hours of briefing, mainly by utilising our vast network of pre-interviewed candidates and utilising our advertising partnerships.
For retained assignments utilising our full range of candidate sourcing methodologies, we typically present shortlists within 10-15 working days.
By understanding our clients’ job brief and our candidates’ objectives, requirements and drivers we pride ourselves on managing and executing smooth and successful recruitment programmes.
Communication is imperative and we will agree the frequently of update reports. Our candidates are always well-informed and this provides a platform for us to arrange interviews, brief our candidates and debrief throughout to offer stage.
Having communicated an offer to a successful candidate we will always to the best of our ability meet with them and ensure they are satisfied by answering any queries and provide professional advice on resigning.
Regular contact with a client and candidate post-hire is a minimum expectation for any credible recruitment organisation. We obviously keep in touch with both parties and to ensure we are meeting our quality standards on every hire we request that each client and candidate completes a post placement questionnaire.