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Joshua Riddex

Joshua Riddex

Marketing and Communications Manager

11 April 2024

Employers - our recruitment process explained

It’s no secret that recruitment can be a challenge at times. Whether it’s your first time hiring or you’re a seasoned professional, it’s beneficial to understand our in-depth 6 stage process to put your mind at ease.

It’s no secret that recruitment can be a challenge at times. Whether it’s your first time hiring or you’re a seasoned professional, it’s beneficial to understand our in-depth 6 stage process to put your mind at ease.  

Let's jump in…

1. Specification Call

A successful recruitment process starts with us understanding your company’s unique needs and requirements. No two businesses are the same, and neither is our approach.

Our specification call allows us to take a deep dive under the surface, working closely with your hiring managers and stakeholders.

This allows us to become familiar with your nuances, timescale, expectations, and the kind of candidates you’re looking for – from their cultural fit to their salary and package.

From there you’ll receive a comprehensive email summarising our conversation ensuring we’re all on the same page.

2. Engaging the Market

With over three decades of sector experience under our belt, we’ve learned a thing or two about attracting the best HSEQ talent.

Candidate attraction is all about engaging with the right person, at the right time, in the right way.

Where we shine is that at this stage of the process, our team will meticulously craft and execute an effective role marketing strategy specifically for your role.

This involves not only using the latest job boards and attraction methods but also combining this with extensive knowledge of the industry and tapping into passive candidates who aren’t actively looking - but are open to opportunities.

It’s a fine art, however, it’s something that we’ve mastered and it’s what sets us apart.

3. Candidate Screening

Once we’ve successfully marketed the role and received interest, the last thing we’d do is throw those CV’s over the fence and hope for the best. It just isn’t our style.

Instead, we pre-qualify all of our candidates by conducting a thorough 30-45 minute interview with our team. This way, you’ll feel assured that we are committed to only shortlisting the best and most suitable candidates for your role.

After the interview and once we’re confident in the candidate, we’ll send them a “role we discussed” pack. This information reconfirms the job description, information about your company, salary details, and other pertinent details.

This is a crucial part of the process as we encourage candidates to use this pack when discussing the opportunity with their loved ones before proceeding, ensuring their commitment.

4. Shortlisting

At this stage of the process we’ll be in a position to present a shortlist of candidates we feel are right for your role. When we submit a candidate, you’ll receive a professionally formatted document with a cover sheet which highlights their relevant experience and qualifications.

Going one step further, we’ll also schedule a video call with you to personally present the shortlist and answer any questions that may arise. This call also allows us to discuss each candidate’s strengths and weaknesses, and to determine which candidates should be selected for interviews.

Our goal is to make sure that the recruitment process is as smooth and efficient as possible, while also ensuring that every candidate is given a fair and equal opportunity to succeed.

5. Employer Interview

The client interview stage is where we hand over the reins to you. However, before we do, we firmly believe in preparing every candidate so that they perform the best they can on the day.

Our prep doesn’t just help candidates though. If this is your first employer interview, or it’s been a while and you need some refamiliarisation, then we’re on hand to offer support and advice on delivering a standout interview.

For candidates, our interview prep allows us to engage in personalised discussions and offer tailored guidance, with a particular emphasis on mastering the STAR technique for effective storytelling. We have seen great success from candidates who fully utilise our support.

Following the interview, we extend detailed feedback to assess the candidate’s level of interest and suitability for the position.

6. Offer Management

Finding the candidate who is committed to your business and the role is important to you. Before we finalise an offer we prioritise candidate commitment by engaging in discussions about potential scenarios and addressing any concerns, including potential counteroffers.

Once both parties agree on an offer, we don’t finish the process there. Our priority at this point is to make sure the candidate is supported through their resignation process and liaise with both parties to facilitate a seamless transition.

We’re passionate about ensuring both you and your new hire are happy after they have started their employment. So, we’ll check in with you both to receive feedback and help support in the initial period.

If you have any questions about our specialist recruitment process, please don’t hesitate to get in contact with us!


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