Let’s cut to the chase! Our solution is not going to be for everyone. If you have an internal recruitment team or you want to have a crack at it yourself and maybe use a couple of agencies to send a few additional candidates to bulk up your long-list then our solution is unlikely to be particularly relevant for you.
If however you are looking for a full life cycle recruitment solution that offers a clear recruitment timetable as well as fair and transparent pricing, then read on!
As a growing business, we understand that when making increases to your headcount, the number one priority is to find the best possible candidates in the most time and cost effective manner possible. This is what we do!
Our model works best with organisations that do not have the requirement for an in-house strategic recruitment function or where specialist support is required for a specific assignment. We fill that gap on an assignment by assignment basis.
We manage the full recruitment life-cycle, from writing engaging advert copy, through to creating a well rounded shortlist and managing the offer/rejection process. Your assignment will be managed by a highly experienced Recruiter, meaning that you can focus your time on your own workload, whilst we use our experience to source and engage with relevant candidates for your position.
We can arrange branded online advertising and will share the advertising cost with you, or for confidential assignments we can use non-branded advertising along with our direct approach efforts. For early career/volume assignments we are also able to incorporate video interviewing to save time for all parties involved in the process.
The days of recruitment agencies dining out on the size of their database are over. The emergence of platforms such as LinkedIn, mean that identifying potential candidates has never been easier, however the real skill of recruitment remains the same and that is the ability to attract and engage candidates to your organisation and open position. This is what takes the time and ultimately what you pay is for!
Our process brings together advertising, direct contact, social media and networking.
Through a combination of established relationships, networking and referral we will endeavour to create a well rounded long list, rather than simply forwarding on the results from an advert response.
Although we support our search efforts with carefully selected online advertising, our focus and the real way that we add value, is supplying candidates that your own direct methods do not reach. We work hard to ensure that every candidate we submit will have a positive impact on your overall recruitment assignment.
The second stage of the recruitment process is to ensure that interested parties are managed fairly and efficiently and that those candidates who are appropriate for short listing are managed speedily and with all consideration to ensure that their initial interest is turned into desire to progress to interview stage.
Our clients do not use us to simply push CVs their way. We are an integral and vital part of the selection process. All consultants are exprienced in competency based interviewing meaning that anybody who is shortlisted will have demonstrated the attitudes and behaviours to fill your position successfully.
At the completion of our selection process, we will provide you with a refined shortlist of the most suitable candidates based on our assessment of their skills and experience in line with the criteria set by you, and our understanding of the culture and dynamics of your organisation.
Completion – securing your favoured candidate
RAD Human Resources will be on hand to make a verbal offer to the candidate. Our advice will be critical in formulating offers at the right salary level and making sure that the right candidate is appointed.
This phase of the process should not be underestimated and will help protect you against counter offer and/or turn down.
We will then remain in close contact with the candidate throughout their notice period.
Once the candidate starts we will remain in contact with both candidate and yourself to be on hand to resolve any problems arising at an early stage.
Candidates are very vulnerable in the early weeks of a new position and once again this part of the process is critical to ensure that a small misunderstanding does not become a major problem.
In order for all this to happen you can see why the relationship between recruiter and hiring company needs to be exclusive. The multi agency contingency model is simply a race to the bottom with speed of CV send the overriding KPI as opposed to a measured and thorough search.
If you are going to pay a recruitment fee, then invest it in a proper fit for purpose full life cycle solution and let your recruiter do the heavy lifting whilst you focus your time on your day job!