First, we meet or conference call with you. We want to learn more about you, your department, and your business.

We’ll discuss and agree on the recruitment brief, including candidate profiles, advertising, deadlines, interview schedules, budget, and your bespoke needs. This stage is vital as everyone involved needs to fully understand what is expected from each other.

Second, we get to work on the initial shortlist. We source candidates from both the active and passive candidate markets.

We screen and fully brief candidates through meetings, telephone, or Skype interviews, and we begin performing reference checks. To help manage risk, we never submit any candidate who does not provide references. No candidate will ever be submitted to you without providing us with their written permission to do so. We typically submit 3 of the very best candidates from our shortlist who match the brief.

Next, we manage the shortlist to ensure the best candidates are interviewed and maintain the interest of those who you would also like to consider.

We prepare and coach all candidates for interview so both parties can get the most of out the interview process. We take great care in looking after both you and the candidates before and after the interview, ensuring you both receive adequate feedback. This is key to protecting your employer brand within a talent pool as both this stage and the next are a very delicate process.

Lastly, we will provide advice on deciding which of those candidates you wish to hire.

When you have happily made your decision we will manage the negotiations and the offer between you and the candidate, ensuring both parties are completely happy. We’ll also manage and look after unsuccessful candidates to help ensure they have received a positive experience throughout the process and their interaction with you.

Once an offer has been accepted, we will communicate regularly with you and the successful candidate, providing an aftercare service throughout the probationary period.