Do You Have Employment Vacancies?

If your company holds employment vacancies and up to date job descriptions, please contact us here and will carry out a full review and call you back to seek clarification on any issues we have. If you are not in possession of a job description don’t worry, simply use our creation tool

During the initial conversation we will discuss:-

  • The rate we intend to charge and what it covers. 
  • The rate we pay the employee and the appropriateness of a performance related bonus.
  • Answer any queries on our terms and conditions. 
  • Discuss the preparations for success within the client company.
  • Establish how employees will be managed.
  • Required monitoring/mentoring of employees such as documenting Key Performance Indicators.
  • Documentation and contract issues that might be involved. In certain regulated areas written confirmation will be required.

Once a job description and terms are agreed we apply the following standards:-

  • We run employment vacancies against our VIP list. This list contains candidates that have successfully passed our approval process as described below.
  • If no match is found we will communicate with our business partners in selected countries and seek to recruit appropriate candidates.

The process.

  • This starts with a fully documented CV the candidate can generate (here). If possible this should include a photograph.
  • An initial telephone interview will take place to gauge suitability. This will establish the person's intentions and general aptitude for work abroad.
  • We will explain that a criminal check is often required and if appropriate the candidate is urged to apply for this personally and bear the cost, as this will show commitment.
  • Two references are required depending on relevant laws. We investigate reliability, trustworthiness, absenteeism and social issues.
  • The job description is provided to the candidate together with on line access to standard documentation and if they indicate that they would like the job they are then asked to attend a face-to-face interview in the country of origin.
  • Depending on the level of English required by a client the interview will be conducted in the local language or English.
  • All trade qualifications will be gathered and translated into English.
  • A medical declaration form will be completed.

Additional processes if a good standard of English is required:-

  • The candidate will be interviewed by telephone to confirm their language competence.

Optional processes available:-

  • If there is a large contract things such as bench testing can be arranged, this is chargeable to the client.
  • If the role is highly technical the client can interview the candidate by telephone.

It is only after written confirmation has been received from the client that the contract of employment is offered.

Notice periods vary but candidates are encouraged to act responsibly.   The lag between contract offer and arrival is usually 2-4 weeks but can take up to 3 months.  If our Headhunting service for jobs over £30,000p.a is used please go here to see details.

We customarily employ the candidate and subcontract them to clients on a long term basis.

As part of the service we deal with:-

  • Ensuring the individual is entitled to work in the EU.
  • Establishing bank accounts.
  • Dealing with any government registration requirements.
  • Assisting in the procurement of National Insurance numbers by setting up appointments.
  • Encouraging employees to register with a Doctor.
  • Complying with legal requirements that are in force.
  • Assisting in the search for suitable accommodation.
  • Assisting with transport.
  • “Pastoral” support is available if required.
  • Agreeing a review process to suit the individual client.

Review process.

Our screening process is rigorous and aims to weed out unsuitable candidates.  That said no system is 100% accurate, so we look to detect any bad apples quickly. We have a no quibble guaranteed replacement policy governed by the review process, which is exception based, to cause minimum client interruption so we assume everything is OK unless you tell us otherwise.

This would be the typical pattern:-

  • It takes about 2 weeks for candidates to bed in. The key here is effective communication of expectations and on job training, which is in the client's hands.
  • At the end of two weeks the client is invited to pass comment – no comment, no action. If there are issues we, or the introducing agent, will communicate with the candidate the areas of difficulty, explain that their performance is now under scrutiny and the expectations that the client has.
  • At the end of 4 weeks it is generally possible to tell whether an individual will succeed and an agreement is reached with the client as to the way forward.