How We Work
When candidates register with us, we spend considerable time with them either over the telephone or, where possible, face-to-face, to gain a thorough understanding of their background and career aspirations. We aim to take up verbal references for all candidates at this early stage, but where this is not possible, will always take up at least one reference at first interview stage.
Most of our candidates also take our online personality profiler test at this stage.
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Interim
We recognise that speed of response is often critical when it comes to interim assignments and we pride ourselves on our fast and efficient service. If you need an interim immediately, we will only put forward candidates who we have checked are available in the timescales you require.When we receive an interim assignment, we will start off by taking a detailed brief from our client. We will then immediately contact our 'Hit List' candidates that meet the brief. Hit List candidates are fully referenced and/or have been on assignment for us before and have had excellent feedback. Should we need to, we will then advertise the assignment on our website, and also contact other interims that have registered with us. We would then fully reference them prior to them attending an interview with you.
We will present you with an average of 3 candidate profiles per interim vacancy - ideally we will present these verbally to you, but in any case we will always follow this up with their CV. This often happens on the day we receive the assignment.
We will then organise the interview process between you and the candidates, confirming dates/times/locations, and taking full feedback from all parties concerned. We will then facilitate the offer process and provide advice on Interim Service Agreements where required. We will keep in contact once the interim has started the assignment with you.
The process is driven by you and can happen very quickly. It is not unusual for an interim to be in place within a day of you meeting them. Telephone interviews can be arranged for particularly urgent assignments.
Permanent
When we receive a permanent vacancy, we will start off by taking a detailed brief from our client. We will then immediately contact our 'Hit List' candidates - candidates that are fully referenced. We will also search our database for all other suitable candidates. We will present the opportunity to them, highlighting the benefits of working for your organisation. We will then thoroughly screen the candidates according to the criteria we have established during the vacancy brief taking process.We also advertise our permanent vacancies on a number of high profile online 'job boards' and regularly advertise in trade journals. We also have a very loyal candidate base and will draw on that network for recommendations for difficult to fill positions. Please ask us about costs if you wish to take advantage of discounted branded advertising in selected industry publications.
We always aim to send you around 3 candidate profiles per permanent vacancy. Ideally we will present these verbally to you, but in any case, we will always follow this up with their CV. This often happens within a couple of days of taking the vacancy brief.
We will then organise the interview process between you and the candidates, confirming dates/times/locations, and taking full feedback from all parties concerned. We will then facilitate the offer process, avoiding the pitfalls of counter-offers and any other issues that may arise during the notice period. We will keep in contact during the candidate's notice period and once they have started working for you, to ensure both you and the candidate are happy.
Retained
Please ask us for more details on retained campaigns. We offer a very thorough and competitively-priced service.
