Our 7 Stage Model
Research Phase
This is the most important phase of the process – we would spend time with you and other key stakeholders gaining a thorough understanding of your business, competitor analysis, mapping and the profile of the ideal individual, success criteria for the role – personality type, background and experience together with discussing 4 to 5 key questions that your stakeholders would like us to ask potential candidates as part of the screening process. We may produce a candidate briefing pack at this stage highlighting the key benefits of your business and the role itself.
Candidate Identification
Through existing contacts, networking, and market research, we identify and generate a longlist of potential candidates working for organisations whose profile would suit the role requirements. Advertising may be required at this stage and can either be explicit or low profile and generic.
Candidate Approach
We will contact these candidates, confirming their initial interest in the position. If interested, we will establish information on their background, experience and capabilities and decide if they are suitable for short listing and interview.
Shortlisting & MTR Interviews
We will meet and interview each candidate considered suitable from Stage 3 and will present them with a full overview your organisation and the specific role including project details if the role is project specific. We will explore their work history, understand reasons for leaving previous jobs, discuss their aspirations and requirements to see if these are met by your role and discuss the position in greater detail. We will present a longlist of people we have identified and a shortlist that we recommend for interview. We will discuss those who have been discounted and why. Where possible we take suitable work references on individuals on the shortlist from previous / most recent employers or clients (where their current situation would not be compromised).
Interviews & Feedback
We will arrange for you to meet the selected candidates (We can also participate in your interviews with both internal and external candidates if required). Following your meetings, we will feedback any initial queries or uncertainties expressed by any party can be addressed at this time and further rounds of interviews/presentations for successful candidates can then be arranged. Psychometric / Personality Profiling can be arranged at final selection stage, if required, prior to an offer being made – timings & volumes to be agreed.
Stage 6: Offer Stage & Placement
We will manage the offer process including presentation, clarification, resignation process, counteroffer mitigation and will manage the expectations of both sides so there is clarity of what will happen and when. We will keep in contact with the candidate and you to ensure they have all the information needed to accept the position. We keep in regular contact with both sides through their notice period to ensure successful appointment.
Candidates notice periods are often lengthy and their current employer will likely use this time to try to convince them to reconsider their decision to leave. To mitigate this, we keep in close contact with the candidate to reinforce their reasons to join your business. We often arrange informal meetings between ourselves and the candidate and between the candidate and you during this period to reiterate these points.
Aftercare
We will meet with the newly appointed person during the first 3 months of appointment to ensure expectations are being met. We will complete a post placement questionnaire to discuss their experience of the recruitment process to highlight any areas that need improvement. This will be passed on to you at review meetings to improve the process moving forwards.