Recruitment methodology

The first and foremost process we follow is arguably the most important: we only accept those assignments that we believe we are qualified to undertake successfully. The second is that before we suggest a short list of candidates, we meet everyone to ascertain their skills and abilities. All candidates are thoroughly briefed about new opportunities and their permission is always sought before we pass on their CV. Immediately available candidates are also fully referenced for 5 years and their legal eligibility to work in the UK is checked. We have the ability to run large scale assessment and testing centres - indeed all our office support professionals are tested on their Microsoft office, typing and accuracy skills.

The two main methods of recruitment we adopt are - contingency and selection:

Contingency

Once a client has alerted us to a vacancy, we search our candidate database against these specific requirements and produce a shortlist. Possible candidates are immediately contacted to ascertain their availability and interest. Our candidate database is extensive. Many of our candidates choose us to represent them because they have been recommended by friends or ex-colleagues. Other job seekers find us thanks to our innovative online and offline advertising and marketing initiatives.

Selection

When a client requires niche skills, multiple hires, or a senior member of staff we often recommend an advertising or marketing campaign. We are able to advise on target media and manage the campaign from the production of the advertising to response screening. In the last year, we have completed a number of highly successful and complex assignments, including sourcing twenty newly qualified accountants from South Africa.