Here's a snapshot of how I partner with an employer on a new vacancy:

1. We'll discuss in detail your company, context, and culture. The outcomes you need from your vacancy and the problems it solves.

2. We'll audit your job description and make sure it's representative of your needs and gives proper meaning to your candidates.

3. We'll establish what 'good' is in your candidates. Your practical requirement for acceptable skills threshold, attitudes, behaviours, qualifications and experience.

4. If either of those points aren't realistically achievable by a real person, we'll work together to define them correctly. This means finding the right balance between what you need, what you can support and what you can afford. Especially in our moving feast of an economy.

5. We'll agree what the right approach to market is. I favour 'appropriate multichannel', including advertising, headhunting, CV databases, LinkedIn, networking and referrals. I've filled vacancies from finding candidates on youtube, facebook and in PR too. We agree a fair and appropriate fee based on the work involved and resources invested in.

6. We'll agree a recruitment and interview process that balances rigour and timeliness.

7. I'll confirm this all in writing in the form of an 'executive summary'. It's a vacancy value proposition that forms the basis of my messaging.

8. I'll find candidates, fully and transparently qualify that they can both fulfil the vacancy and that it's something they want to do. I favour an 'assessment over time' approach, but can interview based on your criteria too. Every candidate is presented with a full profile, a form of candidate value proposition that shows you why they are suitable.

9. I aim for a shortlist of 3 to 4 (sometimes only 1 for a niche role and we are in agreement), with full market feedback and if you're interested as much granular info as you need on my work, including why the candidates that weren't right weren't right.

10. I'll support you through the recruitment process, including post offer, resignation, preboarding and onboarding to ensure a successful start.

11. No stone unturned and I work until the job is done.

12. The devil's in the detail - ask me about my process. Or you can check out my substack - link below.

My candidate work places their experience first in service of filling the vacancy.

What's my USP? I work outside-in, not inside-out. I can tell you why that matters, if you like, especially for key hires and problem vacancies. My philosophy of recruitment is quite different to the transactional too.

I can also help you improve how you recruit, or manage it for you on an insourced basis (UK SMEs only).

Check out my headline and profile for more info, and if that sounds good, we can talk.