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KNOWLEDGE

GETTING TO KNOW YOUR BUSINESS

Understand your business

  • Business objectives – For the coming year
  • What you do well – services/products
  • Business Culture
  • What makes you different – (why should a candidate join you)
  • Key Departments – Organisation Chart

Understand your recruitment philosophy

  • Recruitment Objectives –Immediate to short term
  • Recruitment Model – Direct v Agency
  • Your Agency Expectation
  • How you like to work with an agency
  • Do’s and Don’ts
  • Current Retention Policy

KEY OUTCOME

Gain in depth knowledge of your business and your recruitment philosophy 

EVALUATE

INTERPRET YOUR INFORMATION

Feedback and insights

  • Confirm sign off
  • Agree objectives and recruitment brief
  • Agency Summary (i.e. how you like to work, account manager, client contact point, agency competition)
  • Highlight opportunities
  • Highlight obstacles
  • Market insights
  • Salary surveys

KEY OUTCOME

Agree preliminary findings – this forms the brief for the recruitment process

 

STRATEGY

PLAN HOW WE WILL ACHIEVE YOUR GOALS

Strategy

  • Research the best method to identify and attract the right talent for your business (i.e. Linkedin groups, specialist forums, referrals, job boards, database search)
  • Define a social media strategy
  • Assign an appropriate account manager and resource for your market

KEY OUTCOME

Plan and develop the strategy that will identify and source the right talent.

IMPLEMENTATION

GETTING THINGS GOING

Implementation Plan

  • Vacancy qualification with line manager
  • Candidate attraction activity
  • Social media, networking, referrals, forum participation and contingency recruitment activities
  • Qualify & screen candidates (telephone, skype and/or face-to-face)
  • Xist4 full interview and assessment
  • Candidate briefing on vacancy
  • Pre-employment checks
  • Submit talented candidates
  • Arrange interviews
  • Client interview arranged
  • Confirm preferred candidate
  • Offer management
  • Pre-start briefing and checks

KEY OUTCOME

Ensure the most talented people who meet the criteria of the job and the culture of the business are found, recruited and successful

ON-GOING

PARTNER RELATIONSHIP

Review & Monitor

  • Staff retention tips
  • Monthly update on candidate performance throughout the probation period
  • 3 month candidate review
  • 6 month training investment program
  • 12 month annual candidate review and salary review insight

KEY OUTCOME

Ensure that the recruitment methodology is delivering success.

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