Our recruitment process is about finding roles that excite and inspire applicants and, for clients, finding applicants that will deliver their institution’s mission and goals. We want to give both sides the best chance to find the right match during our recruitment process.
THERE ARE EIGHT STEPS IN OUR PROCESS
Our recruitment process is detailed below and comprises eight steps. Depending upon the need and timescales of the client, this can be adapted to meet the recruitment need. Importantly, we do not comprise on the applicant recruitment experience or the quality of our services.
Permanent recruitment
This uses the full process detailed below adapted to align with the client’s timescale
Contract recruitment
This is quicker recruitment process, and uses an accelerated version of the below process
Temp (Agency) recruitment
This is our fastest recruitment process as often staff are required for an immediate needed.
STEP 1
Research
Upon agreement of the contract, we start our recruitment process immediately with our research using our database, network, connections and contacts as well as social media and job boards. We use a mix of desk-based activity, CV/cover letter review, work samples (where appropriate), salary expectations and initial conversations. These are all mapped back to the essential and desirable elements of the role profile.
STEP 2
Building the long list
Next, upon completion of the initial research, and drawing from the constructed pool, we move to develop the long list. Then, we rank applicants in detail based on the role criteria, with the highest scoring applicants invited for a second, more detailed, conversations. Questions are mapped back to the desirable elements of the role profile. At this stage, all candidates in our recruitment process meet the essential criteria of the role.
STEP 3
Move to short list
Now we have a list of strong applicants ready to present to the client. We send these data in addition to the outputs of our Long List research to the client and we organise a subsequent meeting during which we construct the shortlist.
For applicants who did not make the shortlist, we contact them and provide feedback in a conversation based on our SCALE model.
STEP 4
Preparing the short list for interview
Drawing from our own significant experiences chairing university and college interview panels, for shortlisted candidates, we give a mock online interview. Whilst aligned to the role profile, the questions focus more on generic questions giving the candidate an opportunity to explore and test their preparation.
We record and share all mock interviews, including the transcript, with the applicant [never shared with the client]. After the mock interview, the applicants are given a debrief and a feedback sheet based on our adapted SCALE model.
Then, before the interview, we give candidates an infographic on the client and role (to help consolidate their own research and preparation) and access to our interview preparation toolkit.
STEP 5
Applicant interviews
Upon the completion of interviews, we meet the client for feedback on the applicants and next steps – provisionally offering the role. We are not involved in the final applicant interviews by the client.
For unsuccessful applicants, we contact them and provide feedback. We shape feedback using our SCALE model and offer further support and guidance for future applications with us.
STEP 6
Applicant negotiations and referencing
Working with the client and the applicant, we engage in salary and start date negotiations, documenting discussions and supporting an agreed outcome.
As part of our recruitment process, we engage in detailed referencing of the applicant comprising (1) their current/most recent employer, (2) a previous employer and (3) a third reference (or as directed by the client). We collate and pass all information to the client for review and decision.
Then, upon agreement, this is signed off and the applicant is transitioned to the HR/Talent team of the client.
STEP 7
Handover and close
After the transition of the applicant to the client’s HR/Talent team, we have a closing meeting with the client to reflect on the recruitment process and lessons learnt. This includes our reflective questionnaire. We pass over our EDI information for the recruitment activity.
Finally, we complete the paperwork and close the campaign.
STEP 8
Follow up
One month after the start date of the applicant, we send a brief follow up email to the applicant and client to see how they are getting along. Just to say hello.