In permanent recruitment, we use a variety of techniques, from advertising through to executive search, in order to identify potential applicants. Each assignment is carefully analysed for potential sources of candidates and appropriate approaches are devised. This often involves considerable research into those companies who, for example, may be making similar use of leading edge technologies, either as end users, systems integrators, consultancies, cybertraders or other specialist IS services providers. Using this research base we then place considerable emphasis on obtaining referrals and recommendations. The approach also frequently includes the use of more traditional Internet sources as well as proactive use of some very specialist Internet ASP type services.
Click here for a diagram of our recruitment process.
As frequently the candidates identified are often not actively seeking job change, we seek to initially understand the underlying motivations of the candidate in relation to his or her career and family. In the case of referrals, the individual who has recommended the candidate to us often also provides pointers as to what these might be.
Once these motivations are known then we will focus discussion on the various PUSH factors or catalysts which might cause an applicant to consider a change of role, as well as the potential PULL factors which would attract an individual towards a career change with the potential client company. All these are included in the candidate briefing which is put forward to the client.
We will only recruit for companies for whom we can share a degree of enthusiasm for their environment and career opportunities. Our briefings for applicants on potential client companies include our highly subjective assessment of the company and career opportunity, which we seek to provide in an even handed manner (i.e. with both plusses and minuses).
Significantly, whilst we share candidates and contacts, the account manager who liases with an account is also the person who takes the results of the research and then approaches all the potential applicants, following the recruitment process with them all the way through to acceptance or rejection.
Recent roles recruited include Head of Practice, e-Government Director, Programme Manager, Principal Consultant, Lead technical architect, Head of IT and IT Transformation Director.