The successful recruitment of individuals, or the successful implementation of large scale recruitment programmes depends on sound preparation and on carefully managed execution by both the recruitment partner(s) and the client. Above all, successful recruitment requires a well managed process.

Preparation for the Recruitment Partner is about developing a clear understanding of the client's business and of their requirements and on being able to turn these into accurate profiles of the jobs to be carried out and the profiles of those individuals who are most likely to be successful in those jobs. The preparation phase should also focus on the development of the  partnership between client and provider. This is a partnership in which both must clearly understand and respect each other's roles and responsibilities. Crucially, this is also where budgets must be agreed and the decision making levels must be set. Clarifying the authorisation process and an efficient administration process is also vital.

Once the preparation has been completed both parties can focus on execution and discharging their assigned responsibilities.

These will include:

·         Sourcing applicants (agencies; advertising; internet job boards; corporate web site; search)

·         Managing applications (review against agreed criteria; long listing; short-listing)

·         Assessment (ability/knowledge tests; psychometric assessments; assessment centres; preliminary interviews etc)

·         Short-listing

·         Client interviewing (this may have a significant impact on client resources and ensuring all involved are fully prepared and available to undertake the tasks is essential

·         Client decisions and approval - both locally and up the line. It's another key success factor. This is the stage where speed in decision making and communication to the candidate is crucial. Significant expenditure will have been incurred by this point. The loss of quality candidates at what is often the worst bottleneck in the whole process is all too frequent.

Our track record

1992 - Recruitment of circa 700 Retail staff nationwide

1993 - Recruitment of Sales and Customer Support for Gas Trading business

1996 - Recruitment of circa 500 Customer Services Operatives in NE England

1997 - Recruitment of senior IT and Environmental professionals for UK operation of a major oil company

1998-2004 - Recruitment of senior managers and sales staff for IT Services Company

2005 - Recruitment of direct sales force for innovative manufacturing company

2005 - We provided a consultant to help run a blue chip client's MBA Recruitment programme. Our consultant undertook telephone screening and ran various Assessment Centre sessions.

2007 - Provided Search & Selection services to a niche Financial Services company specialising in the financing of environmentally sustainable projects.

2007 - Provided Search and Selection services to a blue chip IT Services company.