The process.

The Process.

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I wanted to share some information with regards to the actual recruitment process and how I work as I think this is something that potential or current clients don't have much exposure too. I'm not going to sit here and claim I have more experience or I'm more advanced than anyone else at this job, but what I do have is a transparent and clear process, which so far, has had a 100% success rate on all exclusive interim roles within social housing sector.

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Step 1 - Initial Brief. 30-60 mins.

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I wont work a job unless a potential or existing client has taken the time to sit down and do a meeting or call to discuss the role in detail to find exactly what you're looking for, when you want them to start, and when you can interview.

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I will give honest feedback on what I believe the market rates, and address any points of conflict from minute 1, and offer suitable solutions to all problems, to avoid any nasty scares at cv review stage, or interview.

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Step 2 - Sourcing. 2 days.

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My first point of call will always be my candidate pool that I keep in close contact with, and will always try and meet face to face. If they're not interested they can sometimes provide really strong references of people, who may have not ever be available through traditional means. Second to this, I have a strong data base of 10,000 + candidates that I can apply the same process to.

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Typically for a singular role, I will have contacted 40 people for a role within 1 day and then booked VC follow up with serious potential candidates, to give them a chance to explain their motivations, and why they think they would be a good fit, with a match to the brief. I will then compile a shortlist of people, who I think are a good fit for the role, and look to present 3-5 of the strongest candidates.

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Before CV review, I will also call through references, and do my due diligence.

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Step 3 - CV Review. -30-60 minutes.

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You will review CV's with me explaining strengths of the potential candidates, and address any of your concerns directly. We will then allot candidates to allocated CV slots. I will have already made sure they're available for these interview slots, as there's nothing worse than constant back and forth of organising times and dates.

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Step 4 - Interview stage. 1 day

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It has been the case where I have sat on interview panels for my clients, and been actively asking the questions, and being involved in a partnership. It's critical we work together, and I want to help you get the people you need to help deliver for tenants, on crucial interim assignments. However, I do understand that this isn't for everyone - but I am always available to assist in any way possible.

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Step 5 - Close and onboarding. 2 days.

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I wouldn't submit a candidate that wouldn't accept the role on the agreed rate I submitted them. Closing happens earlier than you might think, and this is crucial for interim appointments, as most of the time, clients tell me they need to people to start yesterday, and I want to eliminate the possibility of ever losing momentum. Once you have interviewed, and you are happy, I can extend the offer and get the onboarding process underway immediately.

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I will play an active role in the onboarding, and ensuring everything is in place with regards to IT collection, and start dates, dress codes etc, to ensure a smooth onboarding.

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Conclusion.

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My typical process length from brief to start date, so far, has been 8 days. Things can go wrong, and sometimes things don't go as smoothly as that. However, it's a simple, transparent process, that hasn't failed me before. If you can commit with exclusivity, I can commit to ensuring you have an outstanding candidate in post, quickly, efficiently, and without taking too much of your valuable time.