Full briefing session between consultant and client. This will
involve agreeing job and experience criteria, plus an assessment
of remuneration level necessary to attract suitable candidates.
Selection of advertising media,choice of style and subsequently
agreeing copy.
Large expensive advertisements do not guarantee success. Indeed,
the increase in use of e-media and its somewhat bland appearance
has supported what we have always set out to achieve with our
corporate house style. In essence, those looking through the appointments
pages are drawn to four main headings :
Job Title
Location
Sector
Remuneration
There are variations on a theme and we will comply with any
client request and are particularly aware of the importance of
“employer branding”.
It is very easy to disguise a role if confidentiality is an
issue and remuneration can be stated in a manner that will attract
a wide spectrum of candidates i.e. “£negotiable”,
“Package to attract the best” ………
just what does that mean?
Over 95% of responses to our advertisements are received via
email. All receive an automated acknowledgement of receipt and
are informed that if matters are to progress further they will
be contacted within 28 days.
We will compile a longlist of potential candidates for the position
and often suggest a review meeting with the client at this stage
to give them a feel for the quality of response.We often recommend
that the client see a benchmark candidate already screened by
ourselves to gauge our interpretation of the brief
The consultant will then hold a face to face discussion with
each longlisted candidate to assess in some detail their match
with the experience criteria required plus a critical yet subjective
assessment of their culture fit.
Presentation of a shortlist of suitable candidates in the format
of original cv plus consultants report under the headings STYLE/CHARACTER,CAREER,
PERSONAL DETAILS, OVERVIEW. If required we will attend shortlist
interviews with the client providing a level of input as may be
determined by them.
Reference checking is an important part of the recruitment process
and the level of our involvement can be determined by the client.
As a matter of course we will always seek to obtain a reference
from an unemployed candidates last employer before including them
on a shortlist.
After the shortlist we tactfully handle the rejection of unsuccessful
candidates and then work closely with the client and potential
appointee towards achieving a mutually agreeable conclusion to
the assignment. The key objective at this stage is to ensure the
first selected candidate accepts an offer and sees us act as intermediary
on such matters as counter offers, length of notice, various contractual
details.
In the months following the appointment we will maintain a dialogue
with both client and candidate to determine whether intended objectives
are being met in terms of performance and expectation respectively.
