Taking a brief: 
Not only do we take the details of the role, including person specification, we develop the "Why you" wow factor. It's not just the role, it's the company that candidates are interested in.

Creating an attraction campaign
We don't just publish a boring job description onto endless job boards, we creatively generate an advert that will give a flavour of the role without taking ages to read. We can also create a Promo Brochure and market your company

Marketing
Depending on the role, we'll use some standard job boards but also market via LinkedIn and social media. We're also very adept at engaging directly with passive candidates who are open for an approach. Social media is also used but key here is to create a multi channel message.

Candidate Engagement 
We'll engage with candidates directly. We can run online seminars and presentations, one-to-one telephone or video calls and promote your role and organisation. Don't worry, we won't give your company name until you're ready. We don't want you to get bombarded directly!

Presentation 
When we have a suitable number of quality, quantified and interested candidates, we'll present them to you with our rationale and recommendations. We prefer to talk through the long or shortlists to explain why we've presented them. 

Interviewing

When you've decided who you wish to interview, we'll set the meetings up for you and ensure all candidates are prepared. We'll also provide pointers for you to explore with the candidate that we may have picked up during our screening.

Your interviews

We can provide questions and formats to help with your interviews. We can also train your hiring managers and interviewers in the best techniques to ensure an open and successful process. You need to ensure the candidate has the best experience .... or they may have reservations about joining you.

Assessments or Profiling 

It's not always necessary to undertake personality profiling or assessment events. But if you're recruiting multiple people, it's a bonus to add to your decision making. We can build events or source profiling for you using proven occupational therapists that we've worked with previously.

Offers and Declines

Too many recruiters simply offer the role to their prefered candidate without actually checking if they're really interesed. We have a process to "close" a candidate, ensuring there are no hidden reservations and that not only will they accept the offer, but will actually turn up on the day. If you'd like to see what we do, we'll share it with you. It's our "Closing a Candidate" protocol.