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:

STEP 1

Vacancy qualification

Vacancy qualification

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.

Why do we need to qualify the vacancy?

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.

What do we do with this information?

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.

STEP 2

Candidate attraction (advertising & database searching)

Candidate attraction (advertising & database searching)

Once we’ve qualified the vacancy requirements, a detailed candidate search plan is generated to reach the very best people. This includes:

Advertising

Sigma Recruitment create engaging adverts that are search engine optimised and designed to attract the very best talent.

Advertisement placement

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.

View our current job adverts

Advertisement placement

 

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.

Candidate Search

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 communication of all vacancies undertaken via regular email newsletters to the database.

Searching Job Boards

Searching job board databases, as well as our own database, means we can extend the talent search even further.

Social Media communications

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.

Bespoke Social Media advertising campaigns

We use our expertise to push our job adverts into the Facebook, Twitter and LinkedIn feeds of relevant candidates.

STEP 3

Candidate screening, CV presentation, feedback and interviews

Candidate screening, CV presentation, feedback and interviews

Candidate Screening

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”

  1. Can they do the job? We’ll ask the competency-based questions we agreed with you as part of the vacancy qualification.
  2. Will they do the job? Is it right for them? How does it compare to their current position?
  3. Will they fit? Do they have the right personality? Is the culture right for them?

CV Presentation

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.

CV Feedback

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.

Interviews

Sigma Recruitment manages the entire interview process in conjunction with our client’s needs. This includes:

  • Arranging interviews at convenient times
  • Providing interview packs with all the information a candidate would need
  • Providing candidate feedback after the interview

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.

STEP 4

Management of the job offer, start dates and aftercare

Management of the job offer, start dates and aftercare

Once the candidate has been offered a position, it’s essential that they are managed through this process.

Sigma Recruitment provides full assistance following the offer, including:

  • Dealing with counteroffers from other companies and existing employers. It’s common that an individual will receive a counteroffer from their existing employer and Sigma Recruitment is very experienced in dealing with these circumstances.
  • Keeping in contact during the notice period and providing advice and reassurance to the candidate.
  • Pre-start check– in the weeks prior to the commencement of employment, Sigma Recruitment will keep in touch with the candidate to ensure there are no issues raised.
  • After commencement in the role– Sigma Recruitment will look to receive feedback from the candidate to ensure they’re settling into the role and so that we can help the company to integrate the individual into the new position.

STEP 5

Additional services

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.

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