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Portland Recruitment (Financial
Services) Ltd believes in doing things properly. A lot of
questions are asked and a careful note is taken of what you
really need. After all, filling a vacancy with someone who
does not fit, or is not able to do the job, just causes disruption,
wastes time and costs you money.
Specialist Consultants in your
market sector use their knowledge and expertise, gained from
many years in the Financial Services recruitment industry,
to focus on exactly what the job demands and the type of person
who will fit into your corporate environment. Finding the
right candidate for your vacancy requires a complete understanding
of your needs. All candidates are given in-depth interviews
before being put forward, and wherever possible this will
be done on a face-to face basis.
Portland Recruitment understands
the importance of selecting candidates that can, and want
to do the job and who will fit in with your organisation.
It can sometimes take a little more time and requires a little
more care, but it is always worth the effort. Candidates are
fully briefed on your vacancy and company culture prior to
their details being submitted. This avoids time wasting, as
we have ascertained that any candidates put forward to you
are interested in your opportunity.
Our key markets are IFAs, In-House
Pensions and Employee Benefit Consultancies and the Life and
Pensions Offices throughout the country. This encompasses
Compliance, Technical, Sales, Administration, Sales Support,
Mortgage Brokers and Packages.
Geographically based in
the South West with assignments successfully carried out throughout
the UK, including Scotland and Northern Ireland.
Put simply, this involves submitting
CVs on a ‘no placement, no fee’ basis and the majority of
recruitment is undertaken on this basis.
A dedicated specialist Consultant
will look through the extensive candidate database to find
individuals that initially meet your requirements. These candidates
can be actively or passively on the market. The Consultant
will contact the short-listed candidates from the database
who meet your person and vacancy specification, thus ascertaining
their interest and suitability. During this process, the Consultant
will network to obtain suitable referrals and recommendations
and conduct a limited search of the immediate competitor market.
Our Consultants’ usual practice
is to check the database immediately after receiving your
brief, however, even if we know the candidate, he or she has
to be approached in the correct manner to create an interest
and ensure all candidate information is fully up-to-date.
This avoids time wasting - only candidates briefed and interested
in your opportunity will be submitted.
This method is most suited to
response handling of volume recruitment. It is usually necessary
when your assignment covers a large geographical area, an
extensive range of skill sets, where you require many candidates
in a short space of time, or high profile new office launches.
Where deemed necessary the retained process can be conducted
in conjunction with the advertising campaign. Only when candidates
have been formally rejected will their details be made available
to other clients with similar requirements on a contingency
selection basis.
Search and Selection is often
the most appropriate approach to filling specialist or senior
vacancies where confidentiality and discretion are paramount
or where the company has a low profile. Effectively, this
involves performing a targeted, geographical approach to successful
individuals within your competitor arena. All possible candidates
are identified quickly and confidentially screened for their
suitability. Once qualified, they are approached directly
for their interest in your role and assessed at a detailed
interview with a specialist Consultant. Those suitable will
be presented to you on a shortlist with any necessary supporting
information to enable you to make any adjustments to the role
or benefits package before interviewing selected candidates.
Retained search clients enjoy a period of exclusivity during
the short-listing process, as candidates’ details will not
be submitted to any other client while they are in the recruitment
process. Only once they have been formally rejected will their
details be made available to other clients with similar requirements
on a contingency selection basis.
It is the company’s
policy not to approach employees of Clients who have retained
Portland Recruitment’s services for an agreed period (usually
6 months) after completion of the assignment.
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