CONTENTS. Page 1 - Contents. Page 2 - About Us. Page 3 - Our Approach. Pages 4/5 - Clients. Pages 6/7 - Candidates. Pages 8/11 - Interviews

Transcription

1 Page 1 of 13 CONTENTS Page 1 - Contents "Hudson Banks really add value through the strength of their relationships" Page 2 - About Us Page 3 - Our Approach Pages 4/5 - Clients Pages 6/7 - Candidates Pages 8/11 - Interviews Page 12 - Work for us Hudson Banks is a trading name of HBANS Ltd, a company Pages 13 - Contact us LLP Registration: OC registered in England and Wales with registered number

2 Page 2 of 13 ABOUT US Our team of highly experienced consultants have over fifty years of recruitment experience and have sourced and placed staff at all levels from Partner, Director and Manager, to newly qualified Seniors. Clients recruited for include: All of the Big 4, Top 10, Top 20, Mid-Tier, small to large Independents and Commerce & Industry from Blue Chip to SMEs, covering permanent, retained, contract and interim staff. Our talented team, who over an extensive period, have gained indepth specialist knowledge of Public Practice and Financial recruitment, covering a wide range of areas: Advisory Services including: Corporate Recovery; Corporate Re-structuring; Transactional Services; Mergers and Acquisition; Audit; Corporate Tax; Private Client; Accounting and Outsourcing, and is well placed to offer informal career advice. Whilst many of our clients have been successful in recruiting and training their own staff, it is universally accepted that not every employee will make the required grade, either the company is not right for them or the company requires something different from their staff. Either way, the cost of mis-hires in both time and money will be detrimental to the business. Working as an impartial Partner we can allow you to acquire talent by careful targeting and offer career management advice to enable clients to make strategic hires and to grow their businesses with the highest performing individuals available. We have no shareholders to appease and offer unbiased consultative advice to our clients and candidates alike, ensuring that the decision you are making is the right one for you. We may even advise that your current role is better than the role potentially offered, so for a refreshing change to recruitment, try Hudson Banks.

3 Page 3 of 13 OUR APPROACH Our methodology in successfully identifying, tracking and sourcing the best talent in the marketplace means we are well positioned to deliver high value candidates for clients specific needs. As it takes time to identify the top performers in the marketplace, we don t offer quick fix solutions, each strategic hire will be different. Selective targeting requires going out to the market to source the right individual for each specific opportunity, it has to be the right move for the candidate too, recruitment is a two way process, and there must be a meeting of minds, skills and aspirations for the hire to be successful in the short, medium and long term. Search and selection beats the tried, tested but now out-dated methodology of just advertising. By definition, the top performers are always being looked after and may not be actively seeking a new career, but by careful targeting and selection, we are able to deliver high demand, low supply candidates, that will make the difference to our clients and offer our candidates the chance to fulfil their full potential with firms offering realistic progression. Our selection process requires our staff to be available to speak with prospective candidates at times to suit them, generally this will be evenings and weekends, so you can see our dedication to you is second to none! We provide mobile numbers that allow your consultant to be contacted outside of normal office hours (6.30am to 10.30pm), our consultants have the drive and work ethic to succeed too. Retained assignments are our preferred method of working, allowing us to dedicate our experienced search team s time, effort, knowledge and commitment to facilitate the delivery of the most appropriate hire for each opportunity.

4 Page 4 of 13 CLIENTS Client meeting To get a thorough understanding of the organisation s culture, team s personality fit, skills, competencies required and to advise clients of markets and availability of suitable candidates and to agree a recruitment timetable. Job Description After client meeting, agreeing a formal job and person specification which will cover company profile, remuneration and full list of benefits and prospects. Search, Selection, Advertise Agreeing a target list of organisations (Competitors and comparable organisations) from which we can identify and source the highest achievers for the role. This may be coupled with an advertising campaign in professional trade press (web based or print) to increase Client s brand awareness.

5 Page 5 of 13 Interview Competency based interviewing of appropriate candidates which would also encompass behavioural profiling at the client s request. Candidate Presentation/Shortlist Presentation of short list of motivated candidates with appropriate skill set, personality and aspirations, detailed within their full CV and remuneration package. Manage Process The dedicated Search Consultant will manage the recruitment process from start to finish including interviewing the candidates, thorough debriefing of both client and candidate. Providing continuous feedback and communication between all parties through to acceptance, talking through the resignation / counter offer process, to the start date and until the candidate has successfully contributed to our client s organisation.

6 Page 6 of 13 CANDIDATES IT IS NOW A LEGAL REQUIREMENT FOR ALL RECRUITMENT FIRMS TO CHECK THE RIGHT OF JOBSEEKERS TO WORK IN THE UNITED KINGDOM. What you will need to bring to your interview: 1. A passport showing that the holder, or a person named in the passport as the child of the holder, is a British citizen or a citizen of the United Kingdom and Colonies having the right of abode in the United Kingdom. 2. A passport or national identity card showing that the holder, or a person named in the passport as the child of the holder, is a national of the European Economic Area or Switzerland. 3. A residence permit, registration certificate or document certifying or indicating permanent residence issued by the Home Office, the Border and Immigration Agency or the UK Border Agency to a national of a European Economic Area country or Switzerland. 4. A permanent residence card issued by the Home Office, the Border and Immigration Agency or the UK Border Agency to the family member of a national of a European Economic Area country or Switzerland. 5. A Biometric Residence Permit issued by the UK Border Agency to the holder which indicates that the person named in it is allowed to stay indefinitely in the United Kingdom, or has no time limit on their stay in the United Kingdom. 6. A passport or other travel document endorsed to show that the holder is exempt from immigration control, is allowed to stay indefinitely in the United Kingdom, has the right of abode in the United Kingdom, or has no time limit on their stay in the United Kingdom.

7 Page 7 of An Immigration Status Document issued by the Home Office, the Border and Immigration Agency or the UK Border Agency to the holder with an endorsement indicating that the person named in it is allowed to stay indefinitely in the United Kingdom or has no time limit on their stay in the United Kingdom, when produced in combination with an official document giving the person s National Insurance Number and their name issued by a Government agency or a previous employer 8. A full birth certificate issued in the United Kingdom which includes the name(s) of at least one of the holder s parents, when produced in combination with an official document giving the person s National Insurance Number and their name issued by a Government agency or a previous employer. 9. A full adoption certificate issued in the United Kingdom which includes the name(s) of at least one of the holder s adoptive parents when produced in combination with an official document giving the person s National Insurance Number and their name issued by a Government agency or a previous employer. 10. A birth certificate issued in the Channel Islands, the Isle of Man or Ireland, when produced in combination with an official document giving the person s National Insurance Number and their name issued by a Government agency or a previous employer. 11. An adoption certificate issued in the Channel Islands, the Isle of Man or Ireland, when produced in combination with an official document giving the person s National Insurance Number and their name issued by a Government agency or a previous employer. 12. A certificate of registration or naturalisation as a British citizen, when produced in combination with an official document giving the person s National Insurance Number and their name issued by a Government agency or a previous employer. 13. A letter issued by the Home Office, the Border and Immigration Agency or the UK Border Agency to the holder which indicates that the person named in it is allowed to stay indefinitely in the United Kingdom when produced in combination with an official document giving the person s National Insurance Number and their name issued by a Government agency or a previous employer. You can find out more about these documents and view images in our Full guide for employers on preventing illegal working in the UK which can be downloaded from our website:

8 Page 8 of 13 INTERVIEW DO S AND DON TS Be prepared Failing to prepare, is preparing to fail. Your experienced consultant at Hudson Banks will help you through the interview process, but it is vitally important that you also prepare for your interview too. You will need to do your homework, so find out as much as you can about the firm and the interviewer(s) as you can. Check the firm s own website Google and LinkedIn as this will give you the added benefit of knowing more about the company, it s aspirations and career opportunities for its staff, after all if you are interviewing via Hudson Banks it will be a strategic hire with a career succession plan clearly defined for you. Have a dress rehearsal Learn your CV, it s surprising how many candidates don t know their grades, subjects studied and what tasks they undertook in their previous roles. Interviewers like to feel the person they are meeting with actually knows what they have done in their career and as importantly, why. Draw up a list of questions you would like to ask: - What are the staff like that I will be working with? - What are their strengths and weaknesses? - What characteristics and traits do the best staff have within your organisation? - What traits do the people that have failed have? - Why do you (the interviewer) like working here? Review the job specification line by line and pick out every skill you have (and have an example ready to give.) You need to establish your credentials at the interview, you may be a qualified Accountant and assume they know what you would have done, but they don t, have a ready-made answer with a good example, preferably examples from roles you've taken, as this will help you to be more confident during the interview.

9 Page 9 of 13 Know where you're going Check out your route, find how long it will take to get there and make sure you allow extra time for delays, or finding a parking space, if you are driving there, a dry run to the venue will always help you feel more comfortable. This is a career move for you, and arriving early will give you a better chance to compose yourself! Imagine the image it gives if you were to arrive late! Look smart The first two minutes of the interview are the most important, think about how you make instant judgements on people you see and meet. The First impression you make on a potential employer is the most important one. The first judgment an interviewer makes is going to be based on how you look and what you are wearing, that's why it is always important to dress professionally for a job interview, even if the work environment is casual. What is the appropriate dress code for an interview? You'll want that first impression to be not just a good one, but a great one! The candidate dressed in a suit and tie is going to make a much better impression than the candidate dressed in chinos and a polo shirt. On the day Make sure you know the name of the interviewer(s) and what their responsibilities are. Turn up on time, greet the interviewer with a smile and a firm handshake - a dry, firm handshake reflects a strong personality and is what most employers are looking for, limp, sweaty handshakes are a definite no. Make sure you smile when you first shake hands and meet with your interviewer(s), this always goes down well. Try and relax during the interview and take time to think about your answers to the questions. A good tip to buy yourself time when replying is to repeat the question asked back. Make sure you have examples of things you have done well in your current and previous roles and that have also benefited the company. Be honest about your weaknesses, but ensure you leave the interviewer feeling that they are minimal and you have overcome weaknesses in the past. Have some questions for the interviewer at the end, this will show that you are interested in the organisation and the role in question, to have done your research. Be polite, friendly and more importantly, be yourself. Hands Do not exaggerate hand gestures when you are talking. To see how much you move your hands when talking, try answering an interview question in front of a mirror at home.

10 Page 10 of 13 Eye Contact Maintain eye contact but do not stare. If you are uncomfortable with this kind of body language, look at the bridge of the interviewer's nose. It is likely that you will be interviewed by two people at the same time, give eye contact to each, i.e. don t just address your answers to the interviewer that posed the question. Posture Reflects interest, energy, enthusiasm and self control. Stand and sit erect, slouching does not reflect a positive attitude in interview body language. Avoid playing with your hair, clicking pens etc. General Tips Give examples that aren t verbose or long winded as you will bore the interviewer. Avoid monosyllabic yes or no answers to questions, make sure you expand your answers with a good example of what you have done Don t lie or over exaggerate your experience and skills. Avoid making derogatory or negative comments about your previous employers, this is easily done when you start talking about why you left an organisation. Address any issues in a professional manner and move on to a positive quickly. Avoid talking about salary early in the interview, ideally your consultant will do this for you to ensure that you get the best deal going. If you are asked and suggest a salary range, the interviewer will only hear the bottom of that range, so bear that in mind when answering the question. Talk about what you want from the role in terms of the role, prospects/development and what you can offer them, as opposed to money. Be enthusiastic, let the interviewer know at the end of the interview that you are interested in the position, and more importantly why, then ask what the next step is. Everyone you meet at the firm will be asked what they thought of you, be friendly to the receptionist!

11 Page 11 of 13 Interview Conclusion Ask about the next interview stage if appropriate, there may be an explanation of how the process will continue. Try to find out when you should hear back, however, do not appear pushy. Some recruiters will not want to commit themselves to any timescales until they have had time to consider all the candidates who could comprise both internal and external candidates. You might have a surprise if the interviewer offers you the job on the spot, if you would like to accept it, then do so. However, if you require further time to think it over, ask for more time tactfully and qualify your reasons. Offer a definite date as to when you can provide an answer. For permanent positions, it is unlikely that you will be offered a job instantly, the interviewer will in most cases need to consult colleagues first, or interview other suitable candidates. Make sure you say that you look forward to hearing from them. Finally, thank your interviewer for his or her time, shake hands and smile. Do not forget to say a personal farewell to each person present at the interview and remember to pick up business cards in order to write thank you letters if need be, or if you are asked to call the interviewer in relation to any questions you may have. Post Interview It is essential that you call your consultant shortly after the interview and provide feedback. Often the consultant cannot get the prospective employer s feedback without first getting your feedback. You should call the consultant as soon as you are able after your interview, as any delay in providing feedback can slow down the whole process. It is also for your benefit to gain the interviewer s feedback on how you fared at the interview. Whether the feedback is positive or negative, it is important that you take on board the comments and observations made and use them for future interviews or to take corrective action.

12 Page 12 of 13 WORK FOR US Shine with Hudson Banks Hudson Banks' team of consultants have over fifty years experience between them working on Qualified and Senior level recruitment. We sought to make a difference in the recruitment market, using sophisticated search and selection techniques and drawing on skills honed in the London and Southern markets. We are pleased to announce that we are truly national now, with a client portfolio that covers Aberdeen in the North of Scotland and Truro in the South West and London and Kent in the South East. Continued growth has created the need for additional talented and ambitious recruitment professionals who share our commitment and philosophy. We are very interested in hearing from recruitment consultants with at least twelve months experience in recruitment or direct sales, who are committed to adding value to their client portfolio and who would like to be handsomely remunerated. We have specific opportunities within niche markets where we have clients who actively need our help in filling opportunities that require high demand low supply candidates (and we know where to attract these people). We offer a structured training programme and the chance to learn from the best, and some of the highest billers in the recruitment market. It would help if you don t like to be micromanaged, have self-motivation, drive and the belief that you will be successful and want to learn from an incredibly success team. To share in the success of one of recruitment fastest growing consultancies call Julian Boodell for a confidential discussion on , or if you prefer, send your CV with a covering letter detailing your suitability for this opportunity to julian@hudsonbanks.co.uk. All enquiries will be treated in the strictest of confidence.

13 Page 13 of 13 CONTACT US Telephone: