The Recruitment Process - The Charterhouse Way

Recruitment is certainly process driven and at Charterhouse we are experts in controlling and managing this process. The recruitment process begins when a client highlights to us what resources they are looking for; based on these criterions, search techniques are determined to generate relevant and quality candidates. This could include utilising our existing database, running an advertised search and selection campaign, referring and networking across the market or approaching and targeting specific individuals.

Candidates are then short listed on the back of CV applications and initial telephone screening and then interviewed by our consultants to assess technical skill set, personality, corporate and professional suitability to clients’ requirements and cultural fit. Candidates identified to be both technically capable and suitable matches to client specification are then submitted for assessment by the client. This initial submittal will usually consist of no more than three applicants to begin with; all candidates are profiled and evaluated from our screening procedures.

Interviews are then managed and organised through communication with client and candidate, including a full briefing to candidates and subsequent de-briefing of both parties following on from interviews. This will be repeated through all stages of the interview process, with comprehensive feedback being provided to all concerned, ensuring any issues or concerns are addressed for both parties and the process runs effectively and efficiently.

Successful management of the interviewing process will ultimately lead to offers being extended to candidates. At this stage it is important to ensure that lines of communication are clear and concise; managing candidate and client expectations is fundamental in ensuring both match and successful completion of the mandate. Our responsibility at this stage is to ensure that clients are aware of what is required to secure acceptance of offers, whilst ensuring our commitment to representing our clients business and the opportunities they are recruiting for, assisting them to attract the individuals they want.

The process does not stop at the point where offers are accepted; ensuring that candidates start is a vital element. Between offer acceptance and start date, things can change; candidates may change their mind, current employers may put a counter offer in place or the candidate may receive an offer from another business. In order to avoid these issues, communication channels must remain open and in tact to ensure that all commitments, acceptance terms and contractual agreements are met and complied with. Ultimately, if all of the above stages are undertaken and managed professionally, client’s expectations will be met and exceeded and their resourcing issues solved.