Finding You The Best Candidates
clients judge us by the quality and speed of delivery of our service and also the suitability and reliability of our candidates. We have implemented set procedures to ensure that we assess, vet, and evaluate candidates, tailored to our client's requirements. At BSharpe all aspects of the recruitment process are subject to our strict quality control procedures.
Procedures for looking after our clients:
Step 1 - Once we have taken down the details of the vacancy we will enter the vacancy details onto our database.
Step 2 - One of our database specialists will then undertake an in-depth database search, taking into account the full skill and person specification required.
Step 3 - Running concurrently alongside the database search one of our researchers will undertake a search on our subscribed websites.
Step 4 - The vacancy will then be advertised exercising complete discretion on the various advertising media.
Step 5 - In the highly unlikely event that both searches and advertising are unsuccessful, further to discussions with the client one of our head hunters will generate candidates proactively.
Step 6 - candidates will be screened by us as noted in the next section (Procedures for interviewing, screening, and referencing candidates).
Step 7 - The client will be provided with a short list of candidates and then individual candidate profiles, as and when they arise.
Step 8 - The client will arrange interview times to meet with suitable candidates.
Step 9 - BSharpe provides full interview feedback from the candidate to the client.
Step 10 - If a second interview is required, steps 7 and 8 will apply.
Step 11 - If the client wants to extend an offer of employment to the candidate this will be done through us.
Step 12 - BSharpe will relay if the offer has been accepted back to the client.
Step 13 - If the offer has been accepted then BSharpe will arrange for the necessary paperwork and any referencing, if required, to be completed.
Step 14 - If the client wants to reject the candidate at any stage through the above process this will be done through us.
Procedures for Interviewing, Screening, and Referencing candidates:
Step 1 - Telephone screening – a strict procedure of asking five killer questions to eliminate potentially weak candidates. The client may want to supply us with those, ahead of the recruitment campaign, or we can provide them.
Step 2 - Face to face interviews with candidates, following a set format:
- Key competencies
- Motives/Motivation
- Expectations
- Desire to move
- Cultural compatibility
- Overall suitability
Step 3 - Unsuitable candidates are notified by telephone or letter, or in the interview
Step 4 - We endeavour, where possible to take references on the day that the candidate registers
Step 5 - Support staff produce a standard format curriculum vitae, which is then reviewed and corrected by the candidate’s consultant. This format can be tailor made, to meet our client's requirements. We will also produce a cover sheet for volume business on each candidate submitted, to enable the client to manage the campaign with better efficiency if requested
Step 6 - Pre interview preparation. Ensuring each candidate has as much information as possible prior to the interview
Step 7 - Interview feedback. If the candidate is unsuccessful they will be informed immediately.
Step 8 - Second interview is setup. Repeat of steps 6 and 7.
Step 9 - Where necessary we will screen candidates via testing.
Please note that if at any time during the whole interview process, we discover, for whatever the reason that a candidate has been dishonest in any way, their details will be withdrawn and the interview process halted. We view candidate dishonesty as an extreme liability and a waste of our clients time.
Time Scale:
We operate to pre agreed deadlines. These deadlines may apply to a timescale set for CV presentation, through to projected candidate start date. This allows us to set a recruiting plan well in advance.
