Retained Solutions
Very often, our clients require a closer working relationship and access to a more in-depth level of support. This is most common where the role in question is particularly technical or focussed on a niche market, where confidentiality needs to be maintained at senior levels or where the candidate market is depressed.
Retained service solutions involve the payment of a retainer based on the anticipated placement fee. By accepting the retainer, we effectively agree to share the risk associated with the recruitment process with our client, thereby minimising the customer’s risk and enabling the development of very close working relationships.
The principles of the service is based on not only recruiting the best possible candidates for a particular role, but also on managing the first stages of the selection process. Once again, through controlling and benchmarking the process, the risk is minimised on behalf of the client and we are able to add significant value throughout the process based on extensive market knowledge and recruitment experience.
In all cases, a very clear understanding of the role and client organisation is required, not only to ensure a technical skills fit but to ensure that our consultants understand the cultural and team issues within the organisation to appropriately screen candidates on the client’s behalf.
Standard Procedure
In order to maintain consistency, there is a set procedure of dealing with retained assignments once a suitable long list has been devised:
Screening
All candidate responses are collated and screened. - We approach all potentially suitable candidates to ascertain true suitability and interest in the role.
- All candidates who pass the initial assessment criteria are interviewed to further ascertain suitability. This takes place either at our own office, or on location to suit candidate availability.
- All interviewed candidates are assessed against the criteria originally specified in the brief to formulate a successful shortlist.
Shortlist Presentation
- The shortlist is presented in the form of a report on each candidate summarising background, strengths and weaknesses against the assessment criteria.
- If necessary, we will be able to provide psychometric assessment through our Integrated HR division to ensure a fully compatible fit. Additional costs for assessments will be quoted on a separate basis, dependant on the type of assessment required.
- Only those candidates who represent the best fit will be progressed to shortlist for client interview.
- JLR will liaise with short listed candidates on your behalf and arrange for these candidates to attend interview and/or assessment.
- Our offices will be available for conducting first stage interview at no additional cost. This provides for totally neutral territory in a confidential and calm environment to gain the best out of the customer’s time spent with the candidate.
Offer and start
Once the most suitable candidate has been identified, we will facilitate subsequent meetings. If required, we will act as “honest broker” during the offer process and facilitate negotiations. Upon acceptance of offer, we will maintain contact with the candidate throughout the notice period to ensure a successful start date. Should any issues or queries arise during this period, including counter offers, we will consult with the candidate and client to ensure a successful conclusion.
Processing and administration
- JLR will handle all candidate acknowledgements and communication.
- Unsuccessful candidates will be notified with tact and empathy.
- We maintain contact with the candidate throughout the first 3 months in line with our guarantee period to ensure a totally successful settling in period.
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