Here's a run-down of what a typical recruitment project looks like when I partner with a new client:

- initial discussion to check I can help, our values match and that my approach is right for you

Phase 1

- vacancy consultation and contextual analysis
- documentation audit to ensure they are fit for purpose. Where it isn't we'll work together to close the gap
- agreement of what good really looks like in the right candidates
- executive summary which confirms understanding and serves as a vacancy value proposition to attract the right candidates
- market mapping for target companies, industries, and applicable skills. This is an initial and iterative process.
- agree appropriate multichannel strategy, which can include headhunting, networking, through-the-line advertising, LinkedIn etc. to access all suitable active, passive and embedded candidates
- agree candidate experience touchpoints, such as messaging, expectation management, feedback
- agree critical path interview process that balances timeliness and rigour
- invest in tools and processes to support finding and engaging the right candidates
- 80-100 hours of research
- market insight data provided as requested

Phase 2

- professional engagement, pre-qualification, then assessment of candidates that present 'right hire' fit. I am the advocate for your business and will represent you in your best truthful light
- suitable candidates presented with a full report highlighting capability. Some employers treat this as a 1st interview stage.
- candidates presented when suitability is confirmed, rather than as a shortlist
- appropriate feedback to unsuitable candidates depending on which stage of recruitment they are in (everyone gets an answer)
- candidate and employer support through interview process
- support through offer and resignation process (no candidates 'lost' to counteroffer since 2008)
- support through pre-boarding, onboarding and induction process - 1-year free replacement guarantee (which I've been asked to honour twice since the business launched in 2011).

This is a lot of work to maximise the odds of employing the right people. I limit my vacancy recruitment to no more than five at a time, to ensure good quality of service.

Full reports on activity can be provided, depending on what helps you best.

To cover phase 1, we agree on an initial instruction fee, with the remainder due when the successful candidate starts. This means if you decide to cancel recruitment for any reason (which is understandable given the economic climate since 2020), my costs are covered.

Total cost is comparable to a typical 'no win, no fee' approach.

Return on investment is higher, given my 100% fill rate (for vacancies that haven't been cancelled due to our economic climate) and 4-year retention.

While this is a typical project, every employer is different and our initial discussions will agree on an approach that meets your specific needs.

Email me at either of these addresses, if you'd like to explore whether this approach will work for you:

greg.wyatt@bwrecruitment.co.uk / greg.wyatt@productsearch.info