30 Step Recruitment Process
From the moment Charles McKenzie Associates takes a call from an existing or new client, there is a 30-step recruitment process to ensuring the right candidate is selected for the position.
Says Kelly Reynolds: “Having the right person, in the right place, at the right time, is crucial to organisational performance. Many of our clients know us and rely on us to be thorough in our approach to financial recruitment, taking the time and resource necessary to fully understand the brief before we have even looked up a name of a candidate!
“We developed the 30 steps really to show how we do not cut corners as then it doesn’t work, but instead dedicate ourselves to getting recruitment right for the benefit of the client and candidate. And the 30 step recruitment process goes way beyond just choosing the right candidate for the position, but shows how we follow the job order through to ensuring the candidate is settled and the client is happy.”
The 30 steps to recruitment:
- Take a complete job order
This is where we discuss what actually needs doing, what the job will involve, where and when and who defines the job that needs doing. This can take up to an hour as we look to gather every element of the job, including taking the time to meet the team.
2. Make a recruitment plan
A carefully structured recruitment plan helps us to map out the strategy for attracting and hiring the best-qualified candidate. This will include a brief of the job order together with timescales, salary expectations and any other relevant information presented by the client.
3. File Search
4. Name Gathering
Often we immediately think of people who would be suitable for the position, but will ensure we work through our entire candidate database to ensure no potential pairing is missed.
5. Candidate Contact
6. Candidate Profile
7. Presentation of Candidates to employer
It’s really important we show why we have selected individual candidates and why we believe they suit the position. This is often not just about ticking the boxes but will also include matching personalities to the team.
8. Set up first interview
9. First interview, prep candidate
10. Prep employer for first interview
Whilst we know the employer will have their own agenda for the interview, it never harms to go over what will be discussed so we can continue on our learning curve of achieving individual client expectations.
11. Debrief candidate
12. Debrief employer
13. Set-up second interview
14. Reference check
Obviously we have already carried out candidate reference checks, however, as per our thorough approach, we will not hesitate to recheck with the specific job specification in mind.
15. Second Interview, prep candidate
16. Second Interview, prep employer
17. Confirm second interview with employer and candidate
18. Debrief candidate
19. Debrief employer
20. Closing / Negotiation
This is the chance for any final questions to be asked by client and candidate before the offer is formalised.
21. Offer / Acceptance / Start Date
22. Resignation prep
Organising resignation can be a difficult process and we are here to support the candidate and offer advice on how to ensure it is seamless for everyone involved.
23. Resignation debrief
It may sound like a pointless step – but actually it has taken 23 stages to reach and it is important especially for the candidate to take a moment to celebrate their success!
25. Billing preparation
26. Fill our placement / billing form
27. Stay in touch with candidate
We want to know that the candidate is starting the new position on the very best terms, so if there are any doubts, concerns or general nerves, we are here to offer necessary support.
28. Confirmation that candidate has started
Not only do we want to know that the candidate has started but also that they have the necessary enthusiasm, passion and excitement for the job as they will have displayed in the interview process.
29. Stay in touch with candidate and employer
We want to make sure that candidate and employer remain happy with each other and settle together well. Only when we know and feel comfortable this has happened will we settle. But even then, both candidate and client know they can call us at any time.
30. Get paid