Client Respect

Finding the right person to fill that empty chair can seem daunting but with the right approach and resources the whole exercise can actually turn out pretty painless....and sourcing the person may cost you a lot less that you thought.

We know that we simply cannot fill every job that comes our way - and we are not too proud to tell you if we aren't the right people to help you if we honestly can't.

In keeping with our philosophy of respect we would like to give you some insight into how we find people - maybe you can use some of these strategies yourself.

Oh – by the our experience – the best person to manage the recruitment process is the person with the pain. In this we mean the line managers who are actually dealing with the consequences of an empty desk. The more people who are involved in the process and the more removed from the operational consequences arising from having an empty desk, the less chance there is of running a tight responsive and respectful recruitment process.

Our Search Strategy

Remember as a recruiter we are a broker of information and an interface between the client and candidate groups. To operate effectively we need information – in fact we simply cannot and will not commence recruitment without a full position description.

Everything starts from understanding the problem at hand

This means taking a full and detailed job brief. Why is the role vacant? What is the core function of the role? Where does this role fit into the organisation? What are the necessary and nice to have skills for someone to be able to fulfill the requirements of the position? What's the budget? What location will the person be based at? This involves LOTS of questions.

Then we develop a search plan

Where would someone who could do this job most likely be at the moment? How do we find them? What resources do we need to employ to ensure we can pinpoint the best pool(s) of potential applicants? Do we need to operate on a pure search basis? Do we need to advertise? If we do need to advertise – where?

Then we work the search resources

First point of call is our hotlists of pre-screened skilled candidates. At any time we would have up to 400 people on our hotlist with lists update daily. If we have no-one immediately available on our hotlists we will post advertisements as a background activity to see if we can pull someone in from the passive job search base. Next resource we use is our database of candidate resumes – this provides us with a massive pool of opportunity and we start calling and calling and calling. In some cases we could make 300 calls to find the right person. If the people we have direct access to aren't available – we find out who they know....and network like mad.

We create a 'long list' of potentials

These are candidates we have found who fit at least some of the criteria of our client and are available. We will then assess this long list again and pare down the list to a manageable size ( usually about 6 – 8) people. Ideally we like to have at least 2 opportunities for each person we interview to maximise their chances of obtaining work through us.

We start interviewing

We interview those people we think suitable and from these interviews develop a shortlist of people we are comfortable representing against a position.

We send the applicant details through to the client

Everyone we send has been briefed on the role. They have given their specific permission to be represented to your organisation and know that we will be submitting their details to you as a client for your assessment. Obtaining this specific permission may seem a bit cumbersome – but it is all key to ensuring respect is maintained throughout the process. A candidate's resume is a commercially sensitive document and their privacy must be respected.