EMPLOYERS.

 Our recruitment process is designed to deliver consistent results. So it needs to adapt – flexing to meet your precise needs.

Honesty and clarity

We only accept assignments when we know we can deliver the results you need. As specialist recruiters, this means being extremely clear about our areas of expertise. We focus purely on recruiting permanent talent, enhancing your business and adding real value.

We will also give you honest feedback on your expectations, and the best way to achieve them.

 To find the best people, we need to understand exactly who we’re looking for. This is rooted in a comprehensive brief; we thrive on detail.

Investing the time

We go much further than the job and person specification. We want to truly understand your commercial motivations and overall cultural balance, as well as how the role fits into your business.

When we’re certain we have the information we need, we’ll progress to the next stage.

From the blend of skills to the salary, some roles can be near-impossible to fill. Equally, it may be that hiring internally is the best option for your business.

We’ll call it as we see it – and present alternative routes where they’re appropriate.

When we’re ready to proceed with your assignment, we’ll set out clear project milestones. You’ll always know exactly what to expect.

 Sometimes we have a bank of candidates ready and waiting. But more often – and especially for more challenging roles – we will need to pinpoint the right candidates from the market.

Wherever the location, our extensive global network allows us to do this on-time and on-brief.

After initial identification and shortlisting, we interview candidates to assess their capabilities and aspirations.

This helps us to understand the motivations driving their career – and see if they’re a good fit for your corporate culture. 

A shortlist should be just that – short. We never pad out a shortlist in a misguided attempt to impress you. When you receive a CV from Global Jobs Network, you know the quality will be high.

Each candidate is summarised in a detailed report. We will also rank each candidate by suitability – and share our thoughts on any issues which could be just under the surface. For example, if a candidate has particular concerns or motivations, we will make sure you know.

 We will schedule the interviews on your behalf, supporting you to streamline and coordinate the process. Get this right, and even unsuccessful candidates will leave with a positive impression.

Talking of impressions, we will give you clear feedback on what each candidate had to say about your organisation. We’ll also manage the process of debriefing the unsuccessful candidates, sharing your thoughts on their relative strengths and areas for development.

 Throughout the entire process, we help you build a clear picture of salary and benefit expectations within the market. We also discuss salary expectations at length with the candidates we’ve put forward.

So when you’re ready to make your offer to your preferred candidate, we’ll manage the process sensitively and intelligently. This helps candidates to be open about your offer, helping to resolve any issues early on. 

Far from being a formality, this is one of the most important stages in the process, and the start of a much longer journey. It’s important to get the details right.

We stay in touch with you and the candidate during this time, helping to deal with any matters that emerge. We also keep in regular contact once the contracts have been signed, to make sure the candidate has settled well into the role.