How We Handle an Assignment
An Overview of Our Methodology
Once you have engaged our services for recruitment purposes, we will go through a number of important steps to source the best person for the job. The first thing we do is organise a meeting with you. Here is a breakdown of what we do and why:
1) Obtain Client Brief and Requirements.
During our initial meeting, we will take a detailed brief to discuss your requirements, the job description in full, the remuneration package, and your ideal candidate profile. If you are a new client to Personnel Assets, we will ask you about your company's background, culture, structure and future plans. We will also do some background research to help us understand your market positioning and identify your key successes and principal selling points. Any additional information gathered at this stage which is over and above the standard job specification is vital in order for us to "sell" the opportunity to potential candidates. This is because high flying professionals are difficult people to attract. They do not need to move companies; they are typically happy where they are, and are not actively looking to move jobs.
2) Create a Draft Job Specification and Prepare a Proposal.
Following the first meeting to take the brief, we will refine the job specification and produce a role definition document for review and subsequent approval. This will enable us to respond to your requirements efficiently and effectively. We will also prepare a proposal outlining how we intend to conduct the search, and provide you with an estimate of the time and cost involved.
3) Compile an "Ideal" Candidate Profile.
Once you have agreed the job specification and the proposal, we will put together a profile of the type of candidate who would be the "best match" for the role in mind. To us, the brief isn't simply a matter of compiling a list of names. It is much more person centric. This approach enables us to identify likely candidates as quickly as possible.
4) Begin the Search.
At this point we will draw upon our industry knowledge, go out to the relevant market place, and talk to our network of contacts.
5) Shortlist Potential Candidates.
During the search process we will identify the most appropriate candidates for the position, and create a shortlist based on skills, record of achievement, and personality. To determine these factors, we will discreetly contact potential candidates to discuss the role with them, gauge their availability, and find out if they would be interested in the position available.
6) Update the Client and Conduct Initial Interviews.
It is part of Personnel Assets normal business practice to provide you with regular progress reports and talk to you about potential candidates. We will also (with your approval) arrange and conduct preliminary screening interviews on your behalf, to assess each candidate in person against the list of requirements and the candidate profile.
7) Compile Final Short List and Arrange Client Interviews.
Once the initial screenings are out of the way, we will narrow down the field and compile a final candidate shortlist. We will then arrange for interviews to take place between the candidates and the client. Typically at this stage, the list contains only two or three names.
8) Relay the Final Outcome to the Candidates.
When the interviews are over, we will assess each candidate's qualities with the client, and determine who gets offered the job. We will then relay the final outcome to all candidates concerned, and try to attract the candidate with the most appropriate qualifications into the position on offer.
9) Communicate the Offer and Negotiate the Package.
If the chosen candidate accepts the offer, we act as an intermediary (or broker) to negotiate remuneration, benefits, terms of employment, and start dates amongst other matters. We will also check references on an informal basis, if requested to do so by the client.
10) Handover to the Client.
Upon the successful completion of negotiations, we will handover to the client's human resources (HR) department.
At this point our work is done, and the brief is considered fulfilled. However on a personal level it is customary for us to thank everyone involved, and keep in touch with both parties over the following months on an ad hoc basis to make sure everything is fine, and that the successful candidate is happy and has settled into their new role.
