Clearly, the essential purpose of the recruitment process is to select the right candidate for the position.

On acceptance of our proposal, we have discussions with our client and compile a list of key competencies for the required positions.

The time taken to complete this analysis ensures a faster, more focused service. This analysis forms the backbone of the job brief, which is sent out to every shortlisted candidate.

At RadicalMove our trained Researchers approach each Candidate individually. Candidates are shortlisted based on their credentials & merit which meet our client’s specifications.

Once initial contact has been established and the candidate’s interest expressed, a ‘blind’ brief is sent out, which does not reveal the identity of the company but gives adequate information to stimulate interest in the position.The brief outlines key tasks, the experience needed, the benefits available (focusing on issues such as training and development), as well as the personality traits required.

Where appropriate, candidates are invited to an interview with us in our office. The interview covers the candidate’s career to date in a structured and methodical way. This provides the Consultant with details of achievements in previous positions and enables him/her to put together a comprehensive picture of the candidate’s approach to work and suitability for the clients’ job.

The candidate’s ability to do the job is assessed and the Consultants are able to match the candidates carefully against the job specification and personal profile. This thorough testing ensures that only the highest caliber candidates are selected.

Once a candidate is placed we seek feedback from both client and candidate to enable us to continually improve our service offering. We also understand the importance of providing feedback to the unsuccessful candidates and for the successful one, our competency based assessment process means that we can input to their initial development planning.