WHAT WE DO

A thorough job order – we can do this face-to-face, over Skype or in person over a coffee but this part is crucial for me – it’s where I learn from you what your business  is looking for in its next hire and what that person might look like in terms of experience, specific educational/ skills requirements, personality and team fit along with the ‘nuts and bolts’ of the role such as salary, location etc. If I don’t know your business too well yet I will ask questions about this as well as spend time researching your company myself. Ideally, I would like to visit your offices so that I can get a better feel for your culture along with meeting key people who could be involved in the interview process. I will need to know the specifics around the interview process from whether you run face-to-face interviews, assessment centres, online testing etc to dates you already have pencilled in to do these. It could be that you would like me to approach candidates from particular businesses, I can do this as discreetly or openly as you wish.

I may ask questions that other recruiters don’t, but this is to ensure that I have as much information as possible before I start searching. Usually during these conversations my mind is already racing with the possibilities of people I already know or have spoken with recently.

This is also a good time for you to consider any questions that you may like me to ask candidates during the pre-interview process, your own personal screening questions if you would find this helpful.

Once I have all the information, I will take a couple of days to do a thorough search of the market and, ideally, present you with two or three candidates for consideration. If I can only find one who I think is suitable, I will only send one. If I cannot find anyone suitable, I will let you know and we can consider broadening our options. The bottom line is, I will only send you candidates who are genuinely suitable for the role, I will not fill your inbox for the sake of it.

If you decide to take my candidate forward to the next stage you can rest assured that they will be fully prepared, there shouldn’t be any surprises at this stage, just good options. After the first stage anything that you think would help the candidate for the next round is of course helpful and I will work with them to address any question marks you may have.

After you have completed the interview process, hopefully you will be ready to make an offer – you will already know my candidate’s salary expectations and I can offer any additional insights to ensure that your offer is accepted. At this stage there is often a lot of paperwork to complete so I will help this admin move along and will keep you in the loop when necessary, if the candidate is counter-offered by their current employer, for example.