Our knowledge, your potential

Our clients need not only the best candidates, but the right candidates for them. Which is why we invest so much time and effort in building our knowledge of their industry, their company, their characteristics and their plans for the future.

 

Different companies have very different needs – even for what might appear identical roles. One might need a candidate who wants to remain at the same level; another, one who can rapidly advance to head up a team of half a dozen high-fliers.

 

It’s our knowledge of our clients that makes the difference. Which is why we invest most time and effort upfront, building a full understanding of your needs before sourcing suitable candidates.
 

Our knowledge is second to none and our approach innovative, giving extra value to our clients.

 

 

Getting the right people in the right roles is always crucial. As is now widely recognised, and widely quoted in annual reports – ‘Our most important asset is our people’ – is actually true. But finding that asset is far from straightforward. We use a variety of techniques to source the best possible fit for your requirements:

• Database search – where we present pre-interviewed candidates who we believe will fit your bill
• Advertising – where we actively seek and find the people you need, handling everything from defining the spec to advising on salaries and benefits, from creating strong, branded adverts to agreeing media and booking space (invariably at a discount)
• Candidate targeting – our specialised service, from detailed audit and brief through to market mapping and hooking specific individuals to fulfil particular roles

And we always look for opportunities to add more value through, for example:

• Benchmarking and surveys – adding value, not just providing broad salary guidelines telling you little you didn’t already know, but drawing on selected recent similar placements to offer a tightly-defined analysis of a position’s true market value
• Future-proofing – gaining a full understanding of your strategic plans, to make sure you get people who can fulfil today’s needs and grow to meet tomorrow’s
• Guidance on job descriptions and ads – how to say the right things (and no more) in what order and at what length, and with the right appeal to attract the right candidates

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