At Sigma Recruitment we help clients obtain the most value from their hiring budget by working on a consultancy basis and coming up with creative solutions to even the toughest recruitment challenges. The way we see it, each time a company recruits, it’s not just about filling an empty seat – it’s an opportunity to improve their business. With that in mind, we approach each recruitment exercise using the same four steps:
The first thing we do is clarify exactly the skills, competencies and personal attributes our client is looking for. It’s important that, where possible, we’re able to speak directly with the line manager/decision-maker, as sometimes information passed on by a third party can exclude a number of important specifics.
Ideally, we set up a conference call with one or more Sigma Recruitment team members and the client’s Human Resources and line managers. After all, if we don’t find out what you want – we won’t be able to find the right person. Have you ever hired someone who, despite a great CV and interview, lacked passion or just couldn’t do the job? A square peg in a round hole?
In summary, it’s all about finding the right person for the right position. We need to know what ‘good’ looks like, so the vacancy qualification process is key.
Finding the right person starts with understanding what you’re looking for and understanding what you can offer candidates. For long-term success, the fit must be there for the client and the candidate.
Sigma Recruitment need to establish the key competencies and behaviour traits that you’re seeking in the person you’re looking to employ. Accordingly, we’ll work with you to identify the essential and desirable skill criteria and to select the key personality characteristics that will best suit the position. We’ll also advise whether these will be realistically available for your salary budget.
With these agreed competencies in mind, we’ll then develop a bespoke process to identify, select and retain the best talent for your business. This includes generating a list of specific questions to test the potential candidate’s ability in a number of key areas.
We’ll also need to find out more about your business and what you can offer candidates in terms of career progression, culture, training and development. This enables us to sell your brand and the job opportunity to the very best candidates.
Following our initial vacancy qualification, we create a detailed brief for each position. Every potential candidate is then screened against this brief to ensure suitability and consistency.
Once we’ve qualified the vacancy requirements, a detailed candidate search plan is generated to reach the very best people. This includes:
Sigma Recruitment creates engaging adverts that are search engine optimised and designed to attract the very best talent.
We offer market-leading coverage by placing adverts on leading job boards as well as advertising the vacancy on our market-leading manufacturing recruitment website – www.sigmarecruitment.co.uk – which is the highest-ranked recruitment agency website on Google for over 100 manufacturing keywords.
Sigma Recruitment has a unique advantage compared to other agencies as we have a large and well-established internal database of manufacturing candidates in South Wales that’s been developed since we opened for business in 2005. It’s certainly the most powerful and complete manufacturing candidate database in South Wales, with the communication of all vacancies undertaken via regular email newsletters to the database.
Searching job board databases, as well as our own database, means we can extend the talent search even further.
Sigma Recruitment’s Managing Director, Rhys Williams, has over 15,000 LinkedIn connections and regularly receives over 4,000+ views for job posts. All vacancies are posted on a range of social media networks including LinkedIn, Facebook and Twitter.
We use our expertise to push our job adverts into the Facebook, Twitter and LinkedIn feeds of relevant candidates.
In addition to providing you with CVs, Sigma Recruitment can also give you detailed information about the responses from the screening questions initially undertaken with each candidate.
We focus on the “BIG THREE RECRUITMENT QUESTIONS”
When collating information on potential candidates, Sigma Recruitment provides all of that information in a standard format so that candidates’ skills and experience can be easily compared. However, whilst we provide information in a standard format, it’s important to note that the CV content provided by the candidates is not changed.
The feedback we receive from clients from our initial CV presentations provides us with excellent intelligence to tailor the candidate search requirements. This allows us to highlight a candidate’s skills and experience, thereby improving the quality of candidates.
Sigma Recruitment manages the entire interview process in conjunction with our client’s needs. This includes:
We can also work with clients to create a competency-based interview process to effectively test a candidate’s ability to perform in the position. This ensures a better long-term fit and fewer surprises when the candidate starts.
Once the candidate has been offered a position, it’s essential that they are managed through this process.
For clients who want to take their recruitment to the next level, we are happy to offer our Sigma Elite Recruitment System.
If you’re looking for an executive search or headhunting service then we can offer Sigma Executive Search & Headhunting.
