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<\/p>\n\n\t<\/p>\n
\n\tWe\u2019re 100% candidate-focused.<\/span><\/em><\/p>\n \n\tEvery recruiter says it. But the truth is, candidate-focussed recruitment \u2013 the kind that balances the needs of employers and prospective employees equally \u2013 is <\/span>not <\/strong>the norm in our sector. <\/p>\n \n\tInstead, \u2018candidate-focussed\u2019 is a watchword that numbers-driven recruiters use in their pitches <\/span>because everyone else does<\/strong><\/em>. <\/p>\n \n\tMost recruiters talk the talk; few walk the walk. <\/span><\/p>\n \n\tThis is what makes identifi stand out. Our recruitment model \u2013 even the way we pay our team \u2013 depends on being candidate-led. That\u2019s because our business is built on a ten-point checklist shaping every aspect of our service.<\/p>\n \n\tWe call it our <\/span>Candidate Charter. So what is it, and why does it matter for employers like you?<\/p>\n \n\tThe idea behind the identifi Candidate Charter is simple. After we place a new candidate, we ask them \u2013 and not their new employer \u2013 to rate their experience with us, against ten key factors. The score the candidate gives us determines the amount of commission our staff receive for the placement, as well as a host of other benefits for our employees.<\/p>\n \n\tIn turn, each of our staff is rewarded for keeping our candidates informed about and in control of their own recruitment experience. The ten points that make up our Charter reflect the ten key principles of effective recruitment for candidates. They are:<\/p>\n \n\t1. That candidates will be treated with honesty and integrity at all times.<\/span><\/p>\n \n\t2. That candidates will not be put forward for a role without their express permission.<\/span><\/p>\n \n\t3. That candidates will be offered a full job specification, salary information and details of key benefits for any role, including insight into the company culture. This information is missing from most recruiters\u2019 job descriptions.<\/span><\/p>\n \n\t4. That candidates will be given detail information on processes for interviews, to help keep them prepared.<\/span><\/p>\n \n\t5. That candidates will be kept informed of when a position has been filled or withdrawn.<\/span><\/p>\n \n\t6. That our team will respond to any enquiries within 24 hours, and update all candidates on their applications at least every 48 hours.<\/span><\/p>\n \n\t7. All applications and communications will be processed with utmost confidentiality<\/span><\/p>\n \n\t8. That we will listen to all candidate feedback and act upon it.<\/span><\/p>\n \n\t9. That we will maintain contact and build relationships with all candidates, providing a single point of contact and helping candidates to build their careers.<\/span><\/p>\n \n\t10. That candidates\u2019 records will be kept updated on a constant basis.<\/span><\/p>\n \n\tOur Candidate Charter is ambitious, but it works. 99% of our candidate surveys have been promoters in the past 6 months – either a nine or 10 out of 10. In 2017 99.3% of those surveyed have been promoters.<\/p>\n \n\tSo far, so good. And there are three good reasons that candidate-focussed recruitment helps employers.<\/p>\n \n\tFirst, quality. High-calibre candidates know they don\u2019t need to work with poorly performing recruitment agencies. The best want to be nurtured, kept informed and treated with the respect their skill and experience demands. As such, if recruitment teams fail to consider their candidates\u2019 needs, they won\u2019t attract and retain the best candidates in the market.<\/p>\n \n\t \n\tSecond, your brand. Your recruitment team is an extension of your business. If they fail to keep candidates happy, then the candidates themselves will share their bad experience with others \u2013 along with their critical opinion of your employer brand. Professionals in cyber security, IT, digital and other high-demand, specialist sectors move in small circles. Your business cannot afford to be blacklisted.<\/p>\n \n\tFinally, performance. A candidate that has been briefed on your business, prepared for their interview and nurtured throughout the recruitment process will simply perform better in interviews and otherwise. Working with a truly candidate-focussed recruitment agency means you can rest assured, knowing that yours\u2019 and your candidates\u2019 expectations of the role and your business are matched. This makes the pre-employment process smoother and helps avoid early employment issues, where new employees are uncomfortable about work they\u2019ve been given.<\/p>\n \n\tSpecialist recruitment costs businesses time, money and effort. No team wants to go through the process more than is necessary. Truly candidate-focussed recruitment smooths the way \u2013 making the transition from vacancy to filled role simpler, less stressful and more successful over the long term. <\/p>\n \n\tTrust our Candidate Charter for your next recruitment round, and beware imitators that promise candidate-led services without proven methods. In today\u2019s competitive employment marketplace, your business can\u2019t afford to take the chance.<\/p>\n \n\t We\u2019re 100% candidate-focused. Every recruiter says it. But the truth is, candidate-focussed recruitment \u2013 the kind that balances the needs of employers and prospective employees equally \u2013 is not the norm in our sector. Instead, \u2018candidate-focussed\u2019 is a watchword that numbers-driven recruiters use in their pitches because everyone else does. Most recruiters talk the talk;… Read More »What does the identifi global Candidate Charter mean for employers?<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14432,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-15324","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/15324","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=15324"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/15324\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14432"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=15324"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=15324"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=15324"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n\tIntroducing the Candidate Charter<\/h2>\n
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\n\tHow does the Candidate Charter benefit employers?<\/h2>\n
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\n\tImage via Unsplash<\/a> and Pixabay<\/a><\/span><\/em><\/p>\n\n\t <\/div>\n","protected":false},"excerpt":{"rendered":"