Our 7 step process to ensure
you always get the best candidate
7 Step Process Guide
Communication between the client and the recruiter throughout all stages of the process is crucial to the success of any campaign.
We have developed a model that allows us to understand your requirements, implement the correct strategy and ensure the long term success of the hire.
« Hover over any stage for individual process details
Expolation and clarification
We want to understand your organisation, its structure, the strategy for the business, your products and services and how they compete in your target markets, how you want your company to be perceived, what you want to achieve with the hire and how you would judge it a success.
Only then can we recommend the right strategy that will produce the right candidates for your business.
Brief refinement and agreement
This stage allows us to finalise the key responsibilities of the role and the desired set of skills the shortlisted candidates will possess.
It also gives us the opportunity to agree on how the company and the opportunity are presented externally to achieve the right impression.
Develop strategy
Our job is to recommend a strategy that will give you confidence the shortlisted candidates are the best the market has to offer.
This could involve advertising in a researched media, search/headhunting, networking from our existing candidate database or a combination of all three.
We will present you with a very a transparent and concise understanding of the timescales and costings for each campaign.
Implementation
We adopt a proactive and thorough approach to every campaign we undertake, we want to maintain our 100% success rate with all of our partner companies.
Through structured, detailed and documented working practices when implementing the strategy we are able to present you with an impressive shortlist of prescreened candidates on time and on budget whilst presenting a professional and positive impression of the company and the recruitment process.
Shortlist and interview
We understand the importance of having accurate information about your shortlisted candidates. The way you conduct the interview process is a direct reflection of your organisation and its decision making ability.
We will advise on best practice at all stages of the process - from arranging the interview schedule to setting agenda’s for 1st, 2nd and subsequent meetings to delivering clear and concise feedback to all parties whether positive or negative when we said we would.
Placement and transition
Once a decision has been made it is imperative that a detailed formal written offer is made to the favored candidate without delay. We will discuss the details of the offer with the candidate and answer any questions they may have.
Resigning from a company and serving the notice period can be a nerve wracking experience for a candidate especially after a lengthy service.
It is important that we coach a candidate through this process in an empathetic way and ensure it is completed in a professional manner resulting in a positive outcome.
Evaluation and feedback
For us it doesn’t end when the candidate has started and we have been paid. We measure our ongoing service delivery with our partner companies by how candidates perform and develop within the organisation.
We conduct post placement reviews with both candidate and company after 1 month, 3 months, 6 months and 12 months. This can assist in internal communication and identify and possible development areas.
It is also an opportunity for us to continually improve the recruitment process.
