How do recruitment agencies work? We've previously answered some of the more common recruitment questions candidates ask about our services on our blog. In this post, we'll explain the step-by-step process that we go through with our clients in sourcing candidates.

Please note this is a very basic overview of what we do as consultants--it doesn't take into account some of the specialised services (such as executive search) that may be required of a role. However, we do hope this explaination offers greater insight into how you can work with a recruitment agency, for both clients and candidates!

The Johnson Group is committed to applying industry best practice principles to all our activities.

A step by step recruitment strategy

Step One
Candidate Profiling

To begin with, we meet our client to discuss and define key competencies, behaviours and motivators required in the candidate. This ensures we have collective defined parameters from which to source candidates. Issues we will discuss include:

• context of the position
• mandatory competencies required
• desirable competencies required
• personal profile of the ideal candidate
• key deliverables over the next 6-12 months
• salary range and other benefits
• career progression/development opportunities
• critical success factors for the position

Step Two
Database and Network Search

As an agency, we adopt a very personal approach to recruitment. We would initially speak to the broad network of contacts we have developed through our combined years of recruitment expertise. We would also search through our extensive database of candidates who are public sector specialists and draw out those with the skills sets required for this role.

Step Three
Advertising

We work with our clients to agree an advertising strategy that works within their allocated budget.

Research shows that prospective candidates want to understand what they will be doing on a day-to-day basis in the role. In addition they are attracted by opportunities for professional development, good management and a challenge. With the client, we'll explore these aspects of the position so that this can be represented in the advertising text.

Step Four
Filtering

Once a pool of candidates has been sourced we will conduct interviews based on our agreed criteria. The agreed questions will explore the candidates’ personal preferences, motivations, attitudes, behaviours, skills and competencies. We will then conduct face-to-face interviews with those who meet the agreed criteria to further ascertain the candidates’ suitability to be successful in the role.

Following our assessment process we will provide the client with a comprehensive written report with our recommendations on who we believe should move forward to the interview stage. This report will discuss areas for development and a commentary on their motivation, salary expectation and availability.

Step Five
Formal Interviews

We work with the client to ensure that each candidate is fully briefed before each interview commences.

On occasion, a consultant may sit in on a client's interview panel. Our experience of dealing with the candidate on a day-to-day level can add real value to the learning gained during the interview.

After the interview process, the client may elect to engage the services of psychometric testing to further qualify the capability of the preferred candidate.

Step Six
Referee Check

We will agree with the client on the specific referees that we will approach rather than automatically taking the referees offered. We will conduct verbal references that explore the standard range of questions but also gather information on any limitations shown up during the assessment process.

Effectively engaging the referee during the reference process is fundamental, as they can provide real insight to the candidate. A comprehensive reference check takes approximately 30 minutes, allowing for them to really express all their opinions and thoughts to the interviewer. Full reports are submitted to the client on the content of the conversation.

Step Seven
Contract Negotiations

Starting an employment relationship with salary and contractual negotiations can be troublesome. We will use our expertise and experience in this field to mediate and negotiate contracts, ensuring a smooth start to the employment relationship.

We do regular follow-ups with the candidates to make sure they are settling into their new roles.