VSR Sales Process…
It does
help to know exactly how we attempt to find our clients, the best of the best in such a short time frame. What are our ingredients for success:
Understanding…
How else
will you find the right candidate. At the first stage we ask our clients to use
the Job registration form on our website: www.varisation.co.uk, or to email us at jobs@varisation.co.uk with their latest job registration.
VSR Consultants
will find out more details on the Job description and about the employer they will be working with, to better understand the
history of the position, previous recruitment efforts and their interviewing procedures or preferences.
Our terms of business will be clearly explained and as will the recruitment method chosen, be it Database Search,
Closed Approaches or Advertising Recruitment.
When
and who, who and when, the circle never ends, can you ever get the right mix! That is why a realistic time scale is
agreed between VSR and our customers that will enable us to find the outstanding and ‘Best Fit’ candidates for
you to interview.
Information…
We need to know our customers if we
are to find the correct candidates for you (‘Best Fit’), so its makes good practice to find out as much as we
can about who you are and what you do best from such sources as the internet, company information and historical references,
press releases, etc….
Reap the harvest…
VSR select a shortlist of prospective candidates
collated from Advertising, be it on our company website, national or local advertising and from selected internet job boards.
Interviewing…
Should our customers require it we
will conduct person to person interviews. Usually we will telephone interview
the prospective candidates and only when we have their commitment, will they be told information about the client and in depth
information about the position.
Referees…
We take 1 referee per potential candidate,
before passing the candidates CV to the client.
Reporting…
VSR will forward candidates' C.V's
with a minimum of 1 reference and a VSR Consultants appraisal. The shortlist
will comprise of no more than 3 candidates.
Pre-interview…
Candidates will attend
the interview with the client, fully informed and briefed about the company. They
will have been advised to research the company and will be furnished with any information sources that would act to enhance
their knowledge of the client. Therefore the interview can be better based on
‘Best Fit’ topics between the candidate and the client.
Post-interview…
We ask our candidates
to contact us on an, ‘as soon as basis’ when they have completed their interview.
This is so VSR can better aid their advancement through to the next stage of interview with the client by reporting immediately
the candidates feedback of the interview.
Resignation…
Once the candidate has resigned, the VSR Consultant involved, will stay in
contact with them on an occasional basis, we are not intrusive and act only as a conduit between the client and the candidate
during this phase.
Start date…
VSR aim to stay in touch with the candidate and the client as part of our
on going Support Partnership Programme. We will contact the successful candidate on a twice yearly basis and welcome
any contact from them in return.
