Our recruitment process follows a well-established 10 step process.

 

1. Confirmation of role specification, person specification and package details with client.

2. Creation of pack of data to send to interested candidates. The quality of this information has a major impact on the interest of the best candidates. Information needs to be persuasive and mix of data about the client and the position,

3. Telephone discussion with line manager/ HR manager to develop a clear picture of the necessary technical competencies, experience and personality traits that is required within the successful candidate

4. Creation of initial “long list” of candidates – this list of potential candidates is shared with the client and often the client is able to suggest particular target businesses . The long list normally consists of around 40 identified candidates who initially appear to meet the specified criteria.

5. Process of initial contact with “long list” of candidates. Our unique position as the producers of EPA Insight provides advantages in being able to reach most candidates. 

6. Systematic narrowing down of the long list to a target of approximately 8 candidates who most closely fit the brief and are interested in discussing a potential move. Initial interviews with these candidates – selecting against criteria previously established.

7. Formal proposal of short list of 3-4 candidates for client interview – arrangement of these interviews. Full analysis on each candidate including salary expectations, strengths and weaknesses.

8. Professional handling of unsuccessful candidates. We have long experience of managing unsuccessful candidates satisfactorily.

9. Management of second interview process

10. Management of offer to successful candidate