For permanent recruitment, our standard process (from the candidate perspective) can be summarised as follows:

• Position Definition - a discussion between us to determine all of the required characteristics of the new employee, covering technical, personality, logistical, financial etc. From these discussions, we will prepare a detailed definition of the role which will form the basis for discussion with potential candidates.
• Assignment Plan - from our discussions, we also agree a series of timed milestones for the evolution of the assignment through the various stages as detailed below.

• Finding The Best Candidates - dependent on the vacancy, we develop an appropriate search strategy that is most likely to result in the identification of the most qualified candidates. Candidates can come from a number of sources:
• Our own networks and relationships within the appropriate industry; or
• Our own internal database of candidates, clients and contacts; or
• Third party recommendations & referrals; or
• Proprietary job-boards; or
• Third party advertising

• Our Candidate Review - as we identify a potentially suitable candidate, we will assess (usually face to face unless logistics prohibit) their suitability (technical, logistical, financial, personal), qualifications and motivation. At this stage, it may be desirable (as required) for the identity of the client to remain confidential, but potential candidates almost invariably are willing to enter into preliminary discussions with us.

• Initial Candidate References - as part of our qualification of the candidate, we may seek relevant and recent references on the candidate to cover both professional and personal attributes. Though we will also trust our own judgement.
  

• Candidate Interview(s) - assuming the candidate “passes” our review, then we will submit details to the client. The client is then free to evaluate the candidate in any way that they feel appropriate – multiple interviews, assessments, testing etc.

• Interview Feedback - following the client interview/s, we liaise with all parties and solicit the initial feedback. We will assist both parties in clarifying their views and remedying any concerns or misunderstandings (where appropriate). This is often an iterative process requiring a series of back-to-back conversations, and possibly further discussion between the client, and the candidate.

• Negotiation of Offer - when the client is satisfied that we have presented their candidate of choice, then with our knowledge of the market and our status as an intermediary, we are able to liaise between all parties throughout the sensitive phase of negotiating the remuneration and benefits package. Taking the views of both parties into account, we are able to mediate to ensure an acceptable outcome for all parties.

• Final Compliance Checking - upon the conclusion of a placement, we suggest that a candidate reference (if not previously provided) is sought from the candidate’s most recent employer together with further security and background checks as appropriate.

• Contracts of Employment - whilst we are happy to liaise between the parties in terms of remuneration and benefits package, and start dates, we recommend that the parties correspond directly with regard to general terms of employment and contractual matters.

• Client Feedback - our aim is continuous improvement and, in pursuit of this, we will ask you for feedback on our performance and confirmation of your level of satisfaction.

• Continuous Support - after the assignment is complete, we like to remain in contact with all parties to anticipate and resolve any on-going issues, and clearly to be available for any further assignments!

Please contact us for further information on this service. All enquiries will be treated in the strictest of confidence.