We understand that you need to get the best performers for your company and that is exactly what we specialise in. The information you provide is critical for us to deliver the best people. We need a full and realistic understanding of what you are looking for.

The attributes required for a candidate to be a top performer in the role.

• An accurate description of these attributes along with alternatives that could be considered.
• Fast feed back after summaries are received, along with appointment times for interviews.
• A prompt interview/second interview/letter of offer process. If the candidate has what you are looking for, then they probably have what your competition is looking for.

Here are a few tips to ensure that we have all we need to find that right person:

Treat us as your business partner not just another supplier. The better the information that you can provide, the better and more accurate our matching can be, so keep us close.

Make a point of taking a fresh look at the role before we meet with you. Many employers fall into the trap of specifying criteria such as a certain number of years experience or minimum qualifications. Yet we often find that their best performers do not have those attributes.

Ultimately your decision will probably come down to other factors. Skill levels, knowledge, ability to communicate, cultural fit. If you are looking for someone who really “has the right stuff” then make sure we know what “the right stuff” is.

A little time spent on these guidelines will pay dividends many times over.

When reviewing candidate summaries or after candidate interviews, make sure that you provide us with prompt and meaningful feedback. If a candidate was not quite what you were looking for then let us know why.

From the interview through to letter of offer, the process needs to be as short as possible. There is a very good reason for this. Most candidates have many applications out simultaneously. While we all realise this fact, we don’t always acknowledge the obvious implication. If candidate X is a great possibility for your position then chances are they are also great for someone else’s; probably your competition.

The employer with the most efficient and professional appointment process is likely to be the one who succeeds in getting the best candidate.

We see this issue many times and it is frustrating to see clients miss out on a great person just because they did not prioritise the process of getting them on-board before their competitors did. Our most valuable assets are our people.