Procedures
Active Human Capital Ltd has developed and proven a step-by-step recruitment process to identify the best available candidates, evaluate them and present a shortlist of recommended individuals within an agreed time scale.
Step One – Planning & Preparation
For successful recruiting, a full understanding of the Client and the assignment specifications is obtained by understanding;
- Strategic company objectives as presented by the Client representative
- Main issues facing the business and the specific demands on the business
- Client’s culture and management style
Thus discussions with potential candidates can be highly focused on identifying individuals with the right attributes and ambitions.
Step Two – Long-Listing
- A target list is now drawn up of potential companies and individuals
- An advertisement is then displayed in the selected press and its response reviewed by the Consultant
- From this a ‘long-list’ of typically 10 to 15 individuals can be produced
Step Three – Short-Listing
This stage involves in-depth interviewing, evaluation and the eventual short-listing of
candidates and an assessment of the following areas:
- Candidate’s strengths and weaknesses
- Career progression
- Individual’s credentials in relation to the profile sought by the Client
- Technical and specific work experience
- Likelihood of successful integration in to the Client’s environment
- Motivation of candidates
- Logistics and the possibility of necessary relocation
A detailed Candidate Report on typically 3 to 5 candidates from the long-list is then
produced with takes in to account the above and is presented to the Client.
The candidate is also provided with a brief on the Client Company, the job and the
person specification.
Step Four – Closure
At this stage the Consultant can provide any additional information in relation to the
Candidate Report and recommend any personality or ability testing which may be
considered valuable. We then continue with the following:
- Arrange meetings between Client and candidates
- Advise on structure of remuneration if required
- Manage the candidate’s expectations
- Undertake final references on behalf of the Client subject to a final offer
- Maintain contact with the appointee and the Client to ensure a successful transition
A specific assignment timetable is compiled initially and constantly reviewed with a typical short-list being produced within an eight week period.
Communication between the Consultant and the Client is vital so that the latter is kept informed about the progress and development of the assignment and similarly between the Consultant and the candidate so that he or she is kept abreast of developments with regard to his or her application.
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