General Information

 

Getting the Best from our Service: Advice for Clients

We want you to get the best out of our service. In order to achieve this, you might like to consider the following points:

Please grant us the time to take a full brief from you on your vacancy. Whilst we recognise that line managers are very busy, it is useful for us to talk with him or her as well as the HR contact in order to establish as much detail as possible about the role. A written job specification is essential, which should always include a salary range plus an estimate of on target earnings, if appropriate. Any supporting information such as staff benefits can also help us to positively publicise your position.

If there are any specific tests you would like the candidate to complete before we submit the CV (for example, your standard copy-editing test), then please make sure we have the details of these as soon as possible. If you have products relevant to the role that can be sent to us in advance (such as magazines or journals), this will help us to brief potential candidates more thoroughly.

It helps us to know how else you are advertising your vacancy and whether you are using other agencies. Our rate is lower if we are engaged as sole supplier.

It can be very useful for us to meet with new clients in their place of work. This helps us to get a feel for your company culture and therefore the type of candidate that might be a good fit for you. It also means we can promote the positive aspects of your working culture and environment.

It is essential that we establish good lines of communication with the client during the whole of the campaign on which you have asked us to work. For example:

1) It helps us if you can confirm by email that you have received the CVs we have forwarded.

2) It is useful to receive feedback on submitted CVs, both positive and negative, as soon as possible. This is important both to refine our search and to let candidates know if their application has been unsuccessful.

3) If you are interested in a candidate, please let us know as soon as possible. Good candidates will most likely be attending other interviews.

4) It is helpful if you can be as flexible as possible with first interviews, especially if the candidate concerned is already in employment. Interviews at the beginning or end of the day are often more practicable.

5) If you call a candidate for interview, we will need to know whom they are meeting, their job titles(s) and information about what they might need to prepare or bring with them. URLs for specific products etc. with which they may need to be familiar will also be useful.

6) If a candidate is selected for 2 nd interview, we will need to receive a detailed brief of what is expected from them as soon as possible. For example, we will need to know the details of any project/presentation you require to be completed, together with your own expectations (e.g. Power Point required/not necessary etc.)

7) If the details or status of the vacancy change at any point during the time that we are working for you, it is important that you let as know as soon as possible.

If a candidate attends a 2 nd interview, but is subsequently not selected for the position, we would appreciate constructive feedback as to why.

We respectfully request that prior to an offer being made, the candidate is not contacted by the client directly, unless we have given permission.

If an offer of employment is forthcoming, it is important to forward an offer letter and/or contract to the candidate as soon as possible using the contact details we will provide, as counter offers are common in this period.

Our terms and conditions state that it is the employer's responsibility to chase references. However, we are happy to chase references on your behalf if necessary, but will need adequate notice from you in order to do this.