An Advertised Search is a good way to attract potential candidates to specific roles. However it is not just a question of putting an advertisement in your favourite magazine or placing an advert on any jobsite and hoping for the best! Just as you would plan for a product advertising campaign so you must plan for a recruitment campaign. The process begins with a full understanding of the role. Normally this is done face to face. A comprehensive understanding of the role is vital.

Key considerations include:

• Job Function.
• Reporting structures.
• Key responsibilities
• Career prospects

Where necessary Premier Consultants can prepare a comprehensive job specification in a format that will aid in the identification of the executive and provide a template to assist both the company and individual in understanding the key performance indicators required for the role.

Equally, it is vital to understand the dynamics of the company - is it progressive, growing, multi-sited, international etc.? These all have an effect on the personality and culture of the business, which in turn determines the type of person required.

Once this has been agreed it is important to decide which publications and websites to use. In some instances, one insertion in one magazine, or a well targeted advert on a specialist website will suffice. However to maximise response it often necessary to use a wide range of media. The aim is to get the best person for the job, and to achieve that goal it is necessary to maximise the response. Premier Consultants works with a specialist media agency to plan recruitment advertising and book space where necessary.

The next part is the actual advertisement. The partners at Premier were some of the first people to pioneer the use of brand images in recruitment advertising. To see some of our examples click here. The images are not only important, but the wording is also critical. The tone of the advert must reflect the branding of the company, as well as talking to the type of audience we are trying to address.

Finally the 'call for action' must be as easy as possible, including e-mail address. Our systems then ensure that all response is handled effectively. Candidates not appropriate will be informed within 48 hours and those candidates selected for interview will be managed to shortlist stage swiftly.

At the same time we carry out a ‘Network Search’, using a range of on-line and off-line resources and directories to identify individuals who could potentially fulfil the role. Any individuals who appear to match the criteria are approached and if they express an interest incorporated into the recruitment process.

We rapidly assess candidates, initially conducting a telephone screening and then face-to-face interview. Candidates that meet the agreed criteria are then forwarded to you with an assessment. Premier Consultants will then manage the Interview process through to offer stage.

Once the successful candidate has started we will continue to monitor how the successful candidate is progressing in the business.