Our favoured approach is to work with clients on an exclusive basis enabling us to deliver against an agreed recruitment timetable. We are well versed in the handling of confidential assignments and enjoy our role as a trusted recruitment advisor.
As a specialist recruitment company we have built a strong network of high calibre professionals and utilise this network to market your vacancy in areas that more traditional advertising methods will find harder to reach.
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 trained 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.