Whether you are looking for temporary staff to see you through a busy period, or a permanent employee to join your team, our processes and procedures are exactly the same. The length of time the process takes is entirely dependant upon your needs, we’ll work to your time scales to ensure your needs are met.

Step 1: Consultation

One of our consultants will visit you at your place of business to discuss requirements and to become familiar with your company. This allows us to gain a better understanding of your company which will in turn allow us to be better qualified to tailor our services to meet your need. At this stage we discuss the actual staffing requirement, the level of your involvement from you as a client and a breakdown of pricing (Actual prices are covered in Step It is at this stage that our consultant will present you with our terms of business. Please note, a full consultation is only required on initial contact. Additional placements can be dealt with via telephone/email.

Step 2: Summary of services

Once our consultant is happy that they have a full understanding of your needs, we will e-mail/send written confirmation to you confirming your brief. This will cover the positions we are to recruit for and all information associated with the positions (Shifts, locations, any equipment needed, names of contacts etc). It will also cover the specific costs involved with the placement. It is at this stage you can decide if you would like to proceed; please note that there is no obligation to proceed nor is there any cost implication if you decide not to use our services.

Step 3: Search and Selection

Once terms are agreed, and both parties are happy to proceed we will begin our search. We have a number of methods at our disposal:

1) Our own website vacancy pages

2) We have a bank of e-mail newsletter subscribers via our website that are potential candidates.

3) We have an extensive database of candidates that we can call on to move into placements that we have used and have a proven track record.

4) The Job Centre. We advertise direct with the Job Centre to attract local candidates.

5) Local and national press

6) We also operate on several online Recruitment communities; our advertising is also posted there. These boards cover the global recruitment market.

7) If there are several vacancies, it is possible for us to arrange open days to attract potential candidates.

Once we have a number of applications, we begin our initial screen process. This involves checking the relevance of skills, qualifications and experiences against your requirements. If applications are unsuitable we will reject at this stage to ensure your time is not wasted later in the process.

When we have several suitable candidates, we will firstly have them attend a meeting at our office to discuss and further determine suitability. This is generally an informal interview to get to know the candidate on a personal level as well as professional. Again, rejections are made at this stage to weed out unsuitable candidates. If we decide that we want to present a candidate to you for consideration we will firstly reference check them, and ensure they are able to work in the UK.

Once you have had suitable candidates presented to you, you may decide at this stage to follow your own recruitment process. Most will have a brief interview with the candidate to assess suitability. We can attend these interviews with you if it is preferred. Again you may decide to reject before/after the interview stage, again we will handle all the rejections on your behalf to save you time.

The final stage, once you have selected candidates is to put forward an offer. We will do this on your behalf and communicate responses direct to you.

Step 4: Going forward (Temp Staff)

Now that the hard part is done; integrating the temp into your organisation and your operations is over to you.

All we require is a weekly time sheet signed by the temps line manager (or approved individual) to be faxed to us. This allows us to pay our staff weekly, and invoice accordingly.

We will also perform staff appraisals and feedback with our staff to ensure that they are performing to the best of their abilities. Regular meetings (Phone, e-mail or face too face) with you to discuss staff issues are recommended, this will allow you to highlight any issues or questions you may have. We can be entirely flexible as you need us to be, if a member of staff isn’t working out we will arrange to have them removed and the position backfilled. On the flip side, if a temp member of staff proves to be a valuable asset to your firm, and you would like to have them on your own payroll, then this can be arranged using our temp to perm process. A small fee may be involved in doing so. This is covered in the terms of business.

Step 4: Going forward (Permanent Staff)

Once you have decided on the individual(s), we will act on your behalf to notify them of their success.

At this stage, once the candidate has been confirmed as having started successfully, we will forward to you in invoice for services. To ensure fairness we work a rebate scheme if the candidate we have sourced and recruited leaves, you are entitled to a rebate of a percentage of the fee (details included in the terms of business) dependant on the length of time they serve with you.

Unlike other agencies, our fees are fixed and are not based on varying levels of position, as is the norm in the Recruitment industry. This makes our business easier to run, and from a clients point of view provides a highly competitive and easier to understand pricing structure.

Other Possibilities

Unlike other agencies, we can be flexible with the services we provide, we can take a suggestion for services and work with it to help evolve our portfolio.

Probation Services

Some of our clients have already done the legwork by doing their own search and selection, but to ensure the candidate they have selected is suitable, they have asked us to employ them initially for a trial period. This allows the client to evaluate the candidate in their working environment, and should the worst happen and it transpires that the candidate is not suitable; you as the client has none of the hassle associated with releasing a member of staff. On the other hand, if the staff member proves worthy, then you are safe in the knowledge that you have made the right decision and we will release the member of staff to you (free of course).

Staff Management Services

Another service that we have adopted is one for staff management. The recruitment process remains in house with the client, all their processes determine who is given a position. Once they have the successful candidate they hand over the payroll and management of the staff to us. This includes all tax related processes and any need to release staff.

Flexible Staffing

As opposed to hiring a temp to perform one particular role, we have found it useful to provide temps that have the flexibility to work several roles across multiple disciplines. We have found this works particularly well with some of our Distillery based clients, instead of having the warehouse ops/ shift ops perform menial tasks such as cleaning we can provide a temp to free up their valuable time by performing that function, thus increasing productivity in your own staff.

Interim Staffing

Why not draught in an experienced temp to fill the void when one of your own staff members leave? This will help stabilise any issues arising from a staff member leaving at short notice, and will allow you to continue your regular recruitment process without having to fast track, and potentially hire the wrong individual. Who knows, the interim temp may even be suitable for the job, saving you both time and money!

Project/ Specialist Staffing

If your company needs the specialist skills of an individual to perhaps aid in business development or any other specialist area, then why not ask us to source an individual to join your company to perform this new function? For example, you need a new website to be developed; however you do not have the skills in house to do so. Rather than paying an expensive 3rd party company to develop the site for you, why not draft in a temp to help? This way not only will this be cheaper, but you will have more control over the design process; again saving you money!