Recruitment that protects your reputation
We do more than fill your job vacancies. We protect your employer brand too.
Looking after successful candidates and rejected applicants gives everyone a positive view of your business and protects your reputation.
Step 1: Getting to know you. Getting to know the job
The basics. We start with a chat over the phone to cover the basics. Who is your ideal candidate? What’s your culture like? What’s the opportunity for longer term progression? We’ll also need to know the basic job spec, salary band and benefits for the vacant role.
A kick-off meeting. We visit you to learn more about you and your teams. This helps us understand your culture and the people who thrive in your business. Did you know that 89% of new hire failure is because of problems with workplace integration? That’s why we place so much focus on finding the right fit.
Define your attraction strategy. Finally, we’ll agree the attraction strategy for your vacant role. There are plenty of options to choose from: our in-house database, online advertising and social media. Once confirmed, we’ll start the process.
Step 2: Candidate Pre-Screening
Pre-screening. We’ve built a potential shortlist, now it’s time to get detailed! We pre-screen all applicants based on their experience and qualifications to create a first stage shortlist.
Competency-based interviews. We invite this shortlist for competency-based interviews. This helps us understand their technical ability and whether they suit your culture. What are their drivers? How will they get on in your environment? We brief candidates on your company, culture and values, and check their right to work in the UK. If you’re hiring for a senior position, we’ll run psychometric testing too.
Shortlisting. We give you the candidate shortlist based on the outcome of our pre-screening. We respectfully inform unsuccessful applicants on your behalf.
Step 3: Candidate Interview
Interview preparation. We’ll arrange interview logistics with your chosen candidates. All you need to do is prepare for the interview.
Feedback. After the interview, both you and your candidates’ feedback to your consultant. If it’s a “do not progress” we’ll let the candidate know in good time so they can pursue other opportunities. For candidates you want to see again, we check in to make sure we know the candidate’s expectations. This prevents last-minute surprises.
Second interviews. If you’re keen and they’re keen, we’ll arrange the logistics of a second interview. We’ll keep an eye on their other prospects, helping you remain at the forefront.
More feedback. We courteously inform unsuccessful candidates, protecting your reputation in the job-seeker’s market. If you’ve found your dream employee, we’ll move onto the next step…
Step 4: Offer
Congratulations, you’ve found your new employee! Let us manage the offer process for you. We'll take care of salary, working hour and benefits negotiations within your parameters. We’ll even help you with initial onboarding steps to help your new employee settle into their new role.