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Step by Step Guide for employers

	Initial Contact What we will require from you … To enable us to be efficient, offer solutions and support your organisation, it is vital that we understand your exact requirements in the form of person specification, job specification and working environment. If you have a job specification/description to forward to us, this will be ideal for us to keep on file to refer to and to keep until suitable candidates are called forward for first interview by your organisation. If there is no job specification/description then this can be pieced together by questions and answers between yourself and the Recruitment Specialist handling your vacancy. It is important that the information we receive is an accurate and honest description of the vacancy you wish to fill. The salary you intend to pay should not be deflated/ inflated and the skills, duties and responsibilities must be a true account of what the candidate will be expected to undertake.

	Confidentiality We want to understand your company objectives and work closely with your organisation If your recruitment process is a sensitive one, requiring extreme confidentiality, we will do our utmost to ensure that the process is undertaken with integrity and in a way that will not compromise your need for confidentiality. We will be discreet with the identity of your organisation until such times as you call forward suitable candidates for interview, when job description and any relevant information on your organisation will be forwarded on to the interviewees. All personnel within Armstrong Appointments are bound by a confidentiality agreement. Any knowledge or information received is kept within the confines of the working environment.

	Terms And Conditions Of Business Competitive Terms and Conditions to minimise your risk … We offer a free replacement or a full refund up to 8 weeks after commencement of employment (subject to conditions). Our Terms and Conditions of Business will be forwarded immediately after your initial contact with us. On receipt of our Terms and Conditions of Business, you will be requested to sign in agreement and return a copy for our records. If you have any queries with regard to the Terms and Conditions of Business, it is important that you raise them with the Recruitment Specialist as soon as possible, so that such issues are dealt with at the beginning of the recruitment process.

	Communication Why is communication so important? It is vital that the communication between your organisation and Armstrong Appointments remains open and regular. This will enable a proactive recruitment process, allowing us to maintain open communication with candidates suitable for your vacancy. If you have company information or a directional map for us to forward to the candidates, please let us know. It is just as important that they know as much as possible about your organisation, as you know about them, at the interview stage. An elongated recruitment process can lead to ‘the perfect candidate’ being placed into another company before you make your decision. It must be remembered that marketable candidates do not stay on the market for very long! Awareness is of utmost importance – you need to know, we need to know and the candidates need to know the facts about the position to be filled.

	Curriculum Vitaes Firstly it is important to let us know how you would like CVs submitted to you and what format suits your work routines/needs. CVs can be forwarded to you by post, fax, email or hand delivered if distance is within a certain radius. CVs have a ‘profile’ of the candidate attached. The profile is a brief summary of skills and work history and it will also give you an insight to the personality and qualities that cannot be ‘read’ in an individuals CV. This will give you a starting point for your interview. Ensure that you allow yourself enough quality time to read closely the CVs submitted. Read through, keeping in mind company culture, skills and experience required. If you have any questions, however small, with regard to any of the candidates submitted, do consult your Recruitment Specialist who will be able to answer your queries or investigate further on your behalf. Your feedback on candidates is an important part in the recruitment process. It allows us to understand why particular candidates are suitable or not suitable, giving us a greater understanding of your requirements.

	The Interview Process It is important to plan for the interview process – allow enough time for preparation to interview thoroughly. Once you have selected the candidates you wish to see, we will liaise with you and the candidates to arrange date and venue of the interview. Prior to interview, prepare your questions and ensure consistency of questions and undertake the same process for each candidate interviewed. This will eliminate any discrimination throughout the process. Explain to the candidate the format of the interview process before you commence interviewing. If you require any guidance on the interview process, please ask and we will be happy to discuss this with you. Occasionally, ‘out of office hours’ interviews are necessary for you or the candidate. Flexibility at the interview stage is sometimes required by both parties. At all times we will do our utmost to accommodate those involved.

	Second Interviews Once you have completed first round interviews, you may wish to see one or more candidates for second interview. Again, your Recruitment Specialist will liaise and confirm with you and the candidate(s) interview time and dates.

	References We request two references on our registration form and we will only follow these through with the candidate’s consent. If you require us to request and submit references to you, please let us know in time to suit your interviewing/recruitment timescale.

	Qualifications We will endeavour to acquire proof of qualifications by requesting copies of certificates awarded if appropriate.

	Offer Employment We will verbally offer the details of employment to the successful candidate and communicate their decision back to you. It is your responsibility to forward a written Letter of Engagement to the candidate. If you require any guidance on the contents of this letter, please ask your Recruitment Specialist, who will be able to advise you.

	Contract Employment It is also your responsibility to prepare and forward a Contract of Employment to the successful candidate within two months of commencement of employment. If you require any guidance in this, please let us know and we will be happy to discuss the details and format with you.

	Final Paperwork And Invoice Once your offer of employment has been accepted by the candidate we will confirm in writing to you the candidates name, position, start date, salary and agreed fee. You will be requested to sign your agreement and return a copy for our files. An invoice will be forwarded to you on commencement of the successful candidate. Remittance will be expected as per the agreed Terms and Conditions of Business.

	Customer Survey Your views are important to us … Once the recruitment process is complete Jeanette Wastie, our Managing Director, will send you a customer survey asking for your views on the service you have received. Your response will be received confidentially and directly back to Jeanette Wastie.

	Service Guarantee Armstrong Appointments have been Investors in People since 1993 and our experienced team of Recruitment Specialists are trained to the highest standards through the Recruitment Employment Confederation and National Vocational Qualifications in Customer Service. If at any time during your association with Armstrong Appointments you experience a difficulty or personal issue that cannot be handled by your Recruitment Specialist, please contact our Managing Director, Jeanette Wastie, who will be available to speak with you.