Our Recruitment Promise/Process

• Establish recruitment requirement based on a consultative discussion finding out the core skills and requirements of the role as well as cultural fit and expectations in the short term and mid-term. Ensure your job description complies with current employment legislation and advise as necessary.

• Understand company profile and brand and any strategy that could impact on the on-boarding process.

• Devise a comprehensive job specification guided from job title through to the day to day activities including skills competencies and culture.

• Review and discuss candidates already engaged with Mercury Talent. Submit CV and supporting documentation. Up load candidates to your candidate applicant tracking system if required.

• Create an attractive job advertisement placed in the right media to attract the right candidates. Manage applicant response.

• Resource through various methods to sweep the market to identify potential talent both passive and active. Engage and submit.

• Use Social Media Network to engage further candidates and promote your company brand.

• Interview and assess candidates for skills, compency and cultural fit, via skype, facetime, telephone or face to face.

• Execute any testing/assessments required for the role and prepare candidate as appropriate.

• Check legal eligibility to work in the UK.

• Select the most suitable talent for the role. Create talent pool for consideration.

• Pre-select candidates for interview and schedule in accordance to the client’s requirements.

• Brief candidates on expectation of company for the interview process i.e. Presentation and or supporting documentation. Support with interview preparation.

• Administer Interview documentation.

• Pre-check before interview to make sure all is going ahead.

• De brief candidates and feedback to client including where candidates are in competing recruitment processes. Manage both party’s expectation.

• Feedback to candidate for both successful and unsuccessful applicants.

• Schedule second interview if required. Take to offer.

• Manage offer negotiations.

• Keep in contact with client and candidate through the period between offer and start date to avoid miscommunication and provided a smooth on boarding process

• Regular checks through probationary period to establish successful hire. Working in partnership with Hiring manager to offer longer term HR support as needed ensuring confidentiality is kept for both parties.

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