We have access to a wide variety of ways in order to source our candidates and we have listed some of them below:
Database search
This is where our trained consultants match your requirements with those candidates registered to our company database.
Select Accountancy has a networked database system which holds comprehensive information of candidates and clients. This sophisticated database means that all registered candidates (whether active job seekers or those who are wanting to be kept up to date with opportunities) are equally accessible and searchable by skills and experience.
Database integrity is incredibly important to us, therefore our continual and award winning tri-media approach to marketing ensures that fresh candidates are added to the database each week. We also ensure details of current contacts are kept updated, and those who are no longer searching for opportunities have their status changed.
Each month there is a net addition to the database of approximately 500 candidates.
Retained assignments
Clients use retained assignments when recruiting some senior accountancy support positions, or for volume recruitment
Clients brief the Select Accountancy consultancy team who will then submit a comprehensive proposal. This document will detail all facets of the method which we will use to ensure we get you the right person. Options here may include advertising (direct mail, national publication or online) or on a specific search and selection assignment.
Clients who use this retained assignment approach have the right to expect additional work and investment by the consultant and like the option to spread the cost of work completed by the consultant, who receives a portion of the fee on acceptance, another portion on presentation of a short list and the instalment on the completion of the assignment. Payment schedules are agreed as part of the proposal.
Search or Headhunting
Although this is not often used, it is an option where a unique skill set for a management position of strategic importance is required.
We operate a scientific and moral approach to identifying potential talent (whether we generate this list ourselves, have it supplied by our clients or generate through a mixture of the two). We will then approach individuals in a non-aggressive way in order to ascertain their interest in the role. We are well aware that by taking this approach some clients relish the results but are concerned about the message this sends out to the market place. However we will only ever release the details of our client once the candidate has submitted a CV and had their skills profile matched with the client’s specifications, and confirmed by the client.
Clients should note that as an ethical consultancy we will not headhunt from clients with whom we work with.
Advertising
Advertising is an important part of our sourcing options to clients, as they can both influence and personalise this element of the recruitment exercise to enhance our strong market position when it comes to candidate attraction.
Our sophisticated bi-media approach to advertising ensures that we are in a position to access over 90% of active job seekers at any one time:
Online : Our commercial jobs are advertised on our own website – www.andrewfarr.com and we receive in excess of 2000 applications from this portal.
To supplement this we also advertise on the leading jobs websites in the UK which means your vacancies receive an audience in excess of 50,000
Our own website also has the option to have employers and jobs of the month/week. As a guide this can work for any number and size of client, for example some participants have included Argos, Homebase, Vodafone and Torex
Third-party Databases: We have access to over 3 million UK CV’s through our partner third-party databases
Media Advertising: We have a dedicated advertising agency which ensures we target the right national, trade and regional press at key times. This is an important dimension to our service, as it raises the brand awareness to optimise registrations, but also encourages applications to specific jobs. We regularly advertise locally and nationally.
We are also experienced in running co-branded client advertising campaigns across all print media on behalf of clients across the UK to generate both volume response and where a specific skill may be required.
We find that the power of two brands can improve the level of response considerably. As a guide, all industry sectors and company sizes can utilise this method through Select Accountancy. For example the following have all had client branded adverts in national/local/trade publications: IHG, McCormick and Argos
Our marketing department and advertising agency can ensure that the right publication is selected for both its cost, readership profile and branding opportunities.
Referrals: A large number of our candidates are recommended to us, which is testament to our customer satisfaction levels. Our recommendation rate is higher than the industry average, and we reward any candidate who recommends someone who we later place.
Our award wining marketing department has access to a leading advertising and design creative agency.
Direct Mail: we can mailshot through our own database or via one of the accountancy institutes (or their respective media partners):
- AAT
- ACCA
- CIMA
- CIPFA
- ICAEW
- ICAS
Once again we are also experienced in running co-branded client advertising campaigns across all direct mail on behalf of clients and find that the power of two brands can improve the level of response considerably.
As a consultancy who likes to be open and honest with clients and those who are thinking of accessing our service, we are happy for you contact our in-house marketing department to discuss attraction techniques, success rates and bespoke solutions. To contact our award winning Marketing Team please e-mail marketing@andrewfarr.com
Personality Profiling (Psychometric Testing)
Clients who choose to purchase this element of our service do so for a number of reasons:
1) All candidates are assessed equally and purely on their personality traits, thus eliminating any element of discrimination or perceived discrimination
2) It adds a scientific element to a recruitment process that is often intuitive
3) It empowers the employee and employer
4) The success of the candidate selected within the role and their length of time with the employer is greatly increased
Select Accountancy provides this service through Thomas International.
Whilst Select Accountancy administers the tests this is completed by our head of HR. Our Head of HR has a CIPD qualification and is trained to analyse individual psychometric tests, independently of the recruitment consultants/recruitment process, so that you can be assured of honesty and accuracy.
As a consultancy who likes to be open and honest with clients and those who are thinking of accessing our service, we are happy for you contact our in-house HR department to discuss profiling techniques, success rates and bespoke solutions. To contact our HR Team please use our contact form.