Meet client to discuss requirements and understand specifics of vacancy and any other factors affecting assignment. Thoroughly explore experience required, rates of pay, working hours, location, and any other preferences.
With the above, conduct extensive database search of existing candidates and identify suitable possibilities. Will also monitor other client activity and act upon any imminent downturn that may present further opportunities.
Depending on any specific client requirements combined with details from vacancy specification identify (and if applicable agree) suitable means of advertising. Methods used include; websites, window display, press advertising, publications, targeted brochure distribution and word of mouth.
All candidate enquiries received (via telephone, e-mail, post, drop-ins) will be recorded and an initial screening will be booked.
Normally via telephone, each candidate's details will be reviewed (in some cases further information may be required) against the details of the vacancy specification to establish suitability before inviting the candidate for interview. Standard legal, EU, WTD and other regulatory checks will be discussed briefly and they will be advised of information required for interview.
Suitable candidates will be invited for an interview at a convenient location. They complete an application form providing details of residence, previous employment, qualifications/experience and referees. We will take them through our terms of business as well as all other regulatory information. They will be given more details about the specifics of the role, the recruitment process, RMS, the client and any other relevant information. We then discuss the candidate's experience in line with the requirements of the vacancy. In addition to this we explore the candidate's reasons for leaving their present job, their current expectations and aspirations about their future. We get to know the candidate.
Where appropriate and value adding, agreed job related skill / knowledge tests can be completed with formalised results.
Where the candidate is successful references will be requested for last two employers (or equivalent). All requests are logged, monitored and proactively chased until completed. No candidate will be placed on assignment in the event of poor or none response. RMS is registered with the Criminal Records Bureau (CRB) and can depending on client requirements undertake criminal record checks.
On successful completion of all the above, and in some cases in agreement with the client, the candidate will be advised of their success, sent a "starter pack" containing terms of business, assignment details, start date and put forward for placement (or induction where relevant).
Staff inductions where required are tailored to the needs of the client. They are normally carried out at the place of employment and generally cover topics such as company (client) activities, policies & rules, health & safety requirements, responsibility of placement, site tour etc.
Service reviews will be agreed with the client in addition to normal account management activity including; dedicated point of contact, on-site check-ins (if appropriate), direct access to RMS via mobile telephone 24 / 7 and optional monitoring and approval of time and attendance (hard copy, electronic, Blick management tool).
