We can assist at individual stages in a recruitment process or we can manage the process from start to finish including scoping out the requirement, drafting a job description and person specification, advising on market rates of pay, advertising, shortlisting, designing interview questions and candidate assessments. We can also facilitate recruitment administration to ensure that the process runs smoothly and that there is a proper record of a legally compliant process having been followed.
This gives clients the peace of mind that the whole process is being managed professionally and efficiently. It also means that the process is robust and defensible in the event of the recruitment (or exclusion) of an individual ever being subject to a legal challenge.
Job Descriptions and Person Specifications
These documents describe the role and the skills and experience required to do the role effectively. They are an essential cornerstone of any recruitment process and are used as a basis for benchmarking an appropriate salary range.
Designing and Placing Advertisements
It is important that candidates understand the role and are encouraged to apply, through the design of clear and enticing job advertisements. Once this has been done, we can give advice on the best media for advertising, to attract the strongest field of candidates.
Selection and Assessment
This can comprise a straightforward competency based interview, or can entail a range of assessment methods and tests, run in the form of an assessment centre. We have extensive experience of designing assessment processes at all levels (up to and including Chief Executive and Board level) which enable clients to test the skills and experience of prospective candidates comprehensively and fairly, in a robust and defensible way.
References and Checks
We always recommend that references are sought from previous employers. Some of our clients also need additional security checks to be undertaken and we can organise and manage this process to correct Data Protection protocols.
Having a proper induction into a new role is essential. This is not only to get the employee off to a professional start, but also as a way of sharing important information up front, to prevent any misunderstanding at a later stage, that which might give rise to bigger issues. We design induction processes tailored to the needs of our clients, which we can deliver face to face their behalf. We can also manage the sign-off process so that there is a record of exactly when the induction was delivered and what information was conveyed.