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From initially registering a vacancy with us, we will ascertain from you, all the relevant information with regards to the position you are looking to fill; the salary band and level that you have on offer; the location of the position; where it fits into the structure; the duties and responsibilities of the individual that you are looking to recruit; the timescale within which you are looking to identify a suitable candidate and then advise you of the best method to try to find an appropriate individual.
We are keen to meet all clients registering vacancies with us for two reasons. Firstly to find out more about the individual who will be doing the recruiting in terms of their background and experience, where they have come from and what they are looking for and secondly to get a greater insight into the culture of your organisation from your offices; the layout of the organisation and how easy it is to access as a regular place of work.
Initially, we will discuss with you any parameters for the position that we feel are going to make it difficult to recruit for i.e. if the age range is too narrow or the salary band level too low, we will advise you of this prior to commencing any search which will be based on recent market conditions.
Following this discussion we will identify suitable candidates from our existing database of individuals that have registered with us over the past 15 years. If we were unable to find anyone suitable for the position we would advise you of the advertising requirements for the role. All positions are put our web site, on S1 Jobs web site (The Glasgow Herald’s on line job service) on a complimentary basis and we would also advise if we felt it was necessary to place a semi-display/display advert in the local or national media. All adverts on our web site remain there for a maximum of 48 days at which point, if the vacancy remains unfilled, we would get back in touch with you to discuss changing and amending the text and general information about the role as we feel this is adequate time to attract somebody suitable for the position.
Once we have a plan of action in place, we will forward candidates that we feel are appropriate for the position, once we have explained the relevant job description information to them and agree with them that their CV can be submitted to the role. This will be carried out within 2 – 3 working days of the vacancy being registered.
If we are unable to source any suitable candidates due to market conditions we will advise the client organisation of this and look at a secondary plan of action i.e. if advertising hadn’t been considered as a first port of call, it may be considered now.
In this instance we try and co-ordinate such adverts in conjunction with our clients and share the costs of the advert 50-50. If this route is acceptable to the client, we would deal with placing the advert, the advert text, getting a copy of the advert from the relevant publication prior to it appearing in the paper, co-ordinating all responses from the press advert and arranging a meeting with the client to discuss all the responses and how to deal with them approximately 10 days after the advert appears in the press. Those candidates that are appropriate from this source, we would arrange interviews for and also advise those candidates who are unsuitable, of the reasons why.
References will be obtained on all candidates prior to submission to the client to ensure they can do the job in question. Thorough references are taken to ensure the client is aware of a candidate’s strengths and weaknesses and what aspects of their work need some training and development.
We will take care of all arrangements prior to the interview taking place and will follow up the interview the following day with the client organisation to see what their thoughts were. If the candidate/s interviewed aren’t suitable we would reassess the job specification to see what alterations need to be made.
If the feedback is positive from both parties we would proceed to second interview, again arranging all times and dates in co-ordination with both parties and then would follow up any post interview verbal offers and written offers right the way through to the tricky notice period and arranging a start date with their new employer.
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