This approach is most appropriate when recruiting in specialist business areas requiring specific experience and expert knowledge of a sector or in a defined geographical locality with a finite pool of qualified talent. A search campaign may also be appropriate when handling sensitive, confidential appointments or to identify exceptional individuals at a senior level to shape the future direction of a business.
Having identified and agreed a list of target organisations, we approach individuals with a specific and attractive career proposition. We actively promote the benefits of working for your organisation, encourage candidates to share information relating to their career background and aspirations, as well as gain early commitment prior to interview.
- Candidates benefit from a personal and tailored individual approach and in contrast to local or national advertising, you can reach all of the target audience
- With a personal approach we can effectively articulate the nuances of a role, challenges to be faced, cultural aspects, as well as provide important reassurance and gain commitment that may be critical to achieve successful closure at latter stages
- Our search process offers total transparency, as all information relating to each approach is comprehensively documented
- Our search reports provide valuable market intelligence documenting salary information, outline competitor activity and may contain the perception of a client’s business
Having attracted a pool of interested candidates for assessment, we conduct rigorous competency-based interviews to determine suitability. Evidence of each individual’s capabilities is documented and answers to competency-based questions used to provide valuable insight into behavioural characteristics and allow sensitive judgement of their ability to perform effectively within the role or adapt to an organisation’s culture.
Utilising previous behaviour, coupled with an appreciation of a candidate’s achievements and track record, we seek to accurately predict future success. Further validation of an individual’s capabilities can also be provided by utilising our comprehensive range of additional services that encompass ability tests, personality questionnaires and assessment centres.
After assessment a shortlist of candidates is presented for your final consideration. At this stage all candidates will have passed through a stringent screening process and will meet with your requirements
We will provide a list of 4-6 candidates, for your final consideration. All candidates will have passed through a stringent screening process, will meet with your exact requirements and personalities will become pivotal to the decision-making process.
We invest a significant amount of time in developing a strong relationship and building trust with candidates throughout the process. Hence we are best equipped to monitor, evaluate and alleviate concerns relating to the job, potential terms of engagement or simply the practical and personal aspects of the transition process. We therefore recommend clients allow us to manage the offer process, as we will objectively advise both sides to reach acceptable agreement. On verbal acceptance, we will ensure the contract is signed and returned with an agreed start date. We will subsequently manage and coach the successful candidate through the final stages, from resignation through to eventual integration into your business
We extend our relationship beyond introduction to ensure that each hired candidate makes a positive impact which exceeds initial client expectations. As part of our Client and Candidate Charter, we speak to both parties one, three and six months post placement to evaluate progress and ensure expectations have been met. Our Post Placement Review can also assist with retention strategy, as we identify potential problems before they arise.
Constant communication also enables us to develop a greater understanding of the operating dynamics and cultural aspects of a client‘s business and therefore enhances our chances of future hiring success.
Weeks One to Four
- Finalise the job specifications – defining and agreeing core competencies
- Compile a list of target companies and commence the search process
- Post advert onto appropriate online job boards. Document level of response. Telephone screening. Further meeting with relevant candidates face-to-face.
- Networking/Database search, including Recreo Global industry specific database, LinkedIn network, job boards and LinkedIn database.
- Screen and interview response in accordance with the defined criteria.
- Make you aware of the response and provide an appraisal of the candidates identified during the search and advertising process.
- Present and discuss the shortlist, providing a full profile for each candidate including their reason for leaving, key achievements, location or relocation requirements, personal and family circumstance and commitments, current remuneration package, salary expectations, notice period and availability
- Organise interviews
Weeks Four to Six
- Manage recruitment process through offer stage to acceptance
- Conduct thorough reference checking (optional)
- Ensure successful integration of candidates to your organisation throughout their notice period (usually 1 – 3 months)
- Organise a review meeting after the conclusion of the campaign to analyse the process, suggest areas of improvement and to discuss future business requirements.