BWSR understand that there is no ‘one size fits all’ solution when dealing with a recruitment need. Every recruitment process must be tailored to meet the changing needs of the specific industry, company, role and even team environment. Therefore, our recruitment processes will always be shaped so that BWSR becomes an extension of your culture and brand within the candidate marketplace.

In saying this, it is sometimes useful to have a ‘guide’ or ‘template’ from which to work and so we offer this description below to represent a ‘typical’ permanent recruitment process from start to finish. (Please note that timescales may dictate a shorter overall process and we have the flexibility to work to tight customer deadlines as required).

Weeks 1-2

• Establish a comprehensive brief on each position – allow BWSR  to gain a thorough understanding of role requirement and person specification.
• Compile position profile document – agree core competencies to interview candidates against.
• Agree action plan - Either as detailed below, or revised as appropriate, using multi channel strategy (CV database searching, structured networking exercise and either internet or specialist publication advertising).
• Draft any advertising material and gain client approval - if client chooses this additional methodology as part of the larger candidate acquisition strategy.
• Agree potential target companies for networking effort.
• Commence with database search and approach potential candidates – promoting the benefits of both the organisation and the role persuading them to consider the position

Weeks 2-5

• This represents the main candidate acquisition phase of the project and candidates will undergo telephone screening in line with agreed competencies and face-to-face interviews. (Candidate geographic location may mean that full competency interview is conducted via the telephone).
• Dedicated networking effort applied.
• CV database search concluded.
• Please note that the recruitment screening process would also ensure that all candidates have their identity verified and qualifications checked to ensure eligibility to work in the UK and accuracy of information provided to client.

Week 6

• Present and agree a shortlist of candidates – including full CV and salary details
• Arrange shortlist to attend 1st & 2nd stage – you will be given a full debriefing after the interviews to discuss the applicants’ feedback and suitability for the role

Week 7-8

• Assist in the selection decision – whenever possible taking all actions necessary to ensure that the chosen candidate accepts your job offer and commences employment with the minimum of delay
• Arrange for the rejection of all unsuccessful candidates, at appropriate stages during the recruitment process. These will be handed promptly and professionally.
• Follow up at periodic intervals, with client and the appointee to verify the success of the appointment(s).