What is advertised selection?
Advertising can be expensive and if it does not work time (and considerable money) can be wasted. Why does a client retain us to advertise a position on their behalf? There are many reasons:
- It is highly confidential, perhaps because they are replacing an incumbent.
- The client does not want to alert the market to a new initiative;
- The organisation cannot use its name as it may not be overtly attractive to the best candidates; (and the alternative is a box number - seldom attractive - would you send your CV to a box number?);
- They do not know where best to place the advertisement as there are so many media and Internet sites;
- How can it be worded to stimulate candidates to reply;
- Their focus is to run their organisation, and effective recruitment takes time; or
- The appointment is just too important to risk it not succeeding.
Our methodology - Advertised Selection
We prepare a full proposal, we normally undertaking the following process, which is modified to meet the needs of particular situations:
Preparation and Advertising
- Producing an assignment brief with our client for the position to confirm requirements in detail, including the person specification. We issue this document to interview candidates as
Information for Candidates
; - Preparing Advertising. We choose appropriate media, write copy and liaise with our client over wording, layout, creative artwork (if necessary) and ensure that logos and styles are followed precisely.
Handling Candidates
- After the advertisements appear, we acknowledge all applications and send prompt Hold and Reject letters as appropriate.
Interview and Short List Submission
- Face-to-face interviews with long-listed candidates, whether in Scotland, England or overseas;
- Selection of a short-list, normally of 3-5 candidates, with background documentation, our assessment, and fit against specification. If our client has an interview board, an agreed interview date is usually established at the start;
- Confirming qualifications and taking references (where requested and agreed at this stage, though usually taken on appointment);
- Dealing sensitively with candidates not put forward to our client. In most sectors, handling unsuitable candidates carefully is vital to maintaining our clients' reputations as attractive employers for the future.
Client Interviews and Negotiations
- Advising on and arranging the client interview schedule;
- Expediting second and subsequent meetings;
- Mediating between clients and preferred candidates in the negotiation process over terms and conditions, remuneration and start dates etc.;
- Taking references and wrapping up the process.
Timescale
Normally four to six weeks from advertisement date. This allows 10 working days for receipt of applications (more if an application pack is available to candidates prior to applying); arranging and holding interviews and finalising our reports. Timings are flexible depending on candidates' availability.
Psychometric Assessment
This can be a useful adjunct to client interviews in assessing final stage candidates.
Fees, Expenses and Terms of Business
We agree a fee with clients in advance. Our standard Terms of Business are attached to proposals.
Exclusivity
We work on an exclusive basis with clients for the duration of an assignment.
Confidentiality
Clients are assured of the strictest confidentiality at all times except as they authorise us to disclose to candidates.
If you wish to discuss a current vacancy with us, or to explore how we might assist you, please do not hesitate to contact us on Tel 0131 661 6671 or by email on info@diamondshr.co.uk