1. Database & Network

The first step is to add your vacancy to our CRM/ATS. By adding your vacancy details, we initiate an AI-driven search across our entire database, which includes over 60,000 unique candidate profiles of individuals we have engaged with over the years. We then manually search and add any other candidates we feel are suitable from our database to your shortlist. 

2. Advertise

From your brief, we create two documents: the Advert and the Job Description.

The purpose of the advert is to grab attention, create desire, draw interest, and then include a call to action, so the candidate is motivated to request more information. This enables us to engage with as many people as possible before we start filtering for suitability.

We then create the job description, which is carefully crafted to ensure the candidate is aware of the specifics of your company, the role, the required skills, and the salary. We use this to make sure the candidate is suitably qualified for the role.

We advertise across our partner job boards as well as broadcasting the role on LinkedIn. Between us, our consultants have a network of over 40,000 connections, specifically targeted around IT.

3. Shortlist 

First, we create three unique search strings for your vacancy, using clever professionally created Boolean searches to maximise the number of relevant candidates we find.  

Our partner job boards include CV Library, Reed, and Total Jobs. We use all three search strings to find candidates registered on all of these job boards. We use ground-breaking software called “SourceBreaker” which enables us to search across all job boards at once utilising AI to highlight most suitable candidates first.  

Suitable candidates are usually actively looking, so we will call them immediately, send a text message, WhatsApp , and an email with the job advert. We follow up with each candidate 3+ times, at different times of the day, to maximise the chances of reaching them.  

They are stored on our applicant tracking system, so if we can’t speak with them in the first week, we’ll try again in the future. They’ll also be included in our outbound email campaigns. 

4. Longlist

Using the same three searches on our database and our partner job boards, we extend the geographical remit and also look at older CVs. This typically brings back a large number of candidates, many of whom are not actively looking for work. Rather than calling all of these, they are added to our applicant tracking system under your job vacancy, so they will receive a outbound email campaign. 

5. Email Campaign 

Once we have the longlist in place, we will use a cleverly worded multi-stage email sequence to try and entice candidates who are not actively looking or are on the fence. If anybody shows interest, we share more information over the phone and then qualify the candidates to make sure they are suitable for your role. 

6. Indeed Database Search

As a recruiter paying for the service directly with Indeed, we have the unique ability to access Indeed’s database of candidates. The software we use for our Boolean searches enables us to use all three searches directly in the Indeed database. Candidates' profiles are redacted until we send them a message about the role and they accept our invitation to discuss further. This is a great way to find semi-passive candidates who are not actively looking but may be keeping an ear to the ground. 

7. LinkedIn Recruiter 

All of our consultants have their own LinkedIn Recruiter+ account. For every new role we have, we create a project and are able to directly drop the initial three Boolean searches into a candidate search on LinkedIn. The combination of SourceBreaker and LinkedIn Recruiter+ also enables us to compile a list of your competitors and search multiple competitors at once for candidates that match your vacancy. We can see who is open to opportunities and also approach candidates who are not currently active. 

8. Watchdogs

Throughout this process, we save the searches. SourceBreaker highlights candidates that are newly active on job boards. Indeed also highlights candidates that have applied to another role or updated their CV. LinkedIn updates us about anybody who becomes open to opportunities or has more recruitment-associated activity on LinkedIn. 

Getting to this stage is a very comprehensive process that enables us to evaluate and identify nearly every candidate in the area suitable for your role. This process takes approximately two weeks. At this point, if we do not have a full shortlist for you to interview, we will discuss the following two options: Keep the requirements the same and keep on top of watchdogs, continue email campaigns, and keep calling candidates who have been unreachable. Change the parameters of the role, enabling us to go through some of these steps again with different search criteria.