Written by Leigh Foster

Popular modular recruitment services are split into 3 main sections; Project Management, People Assessment and Candidate Sourcing.  These services can be overlooked but given time they can save businesses a huge amount of time, money and effort if done right!

 

 

1. Project Management

This is an essential part of the recruitment process plans and coordinates the activities needed to reach a successful outcome which is on time and within budget. 

‘Fail to prepare, prepare to fail’.  So, answer these questions to yourself – what’s going to be the measurements of success for this assignment / project?  What are the key competencies expected of the candidates? Have you developed an action plan to achieve the objectives?  Assigned individual responsibilities to make this work?

It runs from briefing at the start of the process through to negotiating offers and conducting references and works for whatever method of candidate sourcing is needed to attract the right calibre of person. 

This service is typically used by companies as experienced assistance to meet growth objectives at times of peak recruitment where internal HR resources are stretched.

 

2. Candidate Sourcing

This involves an expert assessment of how to find the right candidates at an entry level cost and usually includes:

• Review of the role
• Assessment of the market
• Writing the job brief
• Advertisement
• Managing the whole process
• Assessing CV’s

This service is typically used by companies who are unsure of the best strategy of how to attract the most appropriate talent for this post.  This could be down to volume or niche requirements for the role that require specialist search to attract the right talent.

 

3. People Assessment

Simply, this improves the quality of external hiring by using professional assessment techniques.  This can include:

• Structured telephone interviews and assessments
• Psychometric testing which, depending on the role, can include general aptitude/ ability/personality management potential/competency/leadership style
• Using an experienced shortlist facilitator or observer

We tend to see this piece used when companies embark on large scale recruitment campaigns to sift, select, evaluate and screen the best talent for the role.

 

If you would like to know more about the modular services Pertemps can offer please click here