Customer Support
We have a range of support available for our customers from market insights – where you can get a picture of the current recruitment market and candidate landscape – through to information about the hiring manager recruitment journey.
Speak with a member of our teamHiring Manager Wellbeing Guidance
Much of the day-to-day responsibility for managing a workers health and wellbeing falls on hiring managers. It is important that all organisations help workers thrive in their roles, contribute effectively to projects and programmes and ultimately enhance overall worker productivity and morale. This includes spotting early warning signs of stress, making supportive adjustments at work, and nurturing positive relationships.
Our Hiring Manager Wellbeing Guide has been compiled to help the hiring community by providing details on where individuals can seek additional support or access resources. Whether this is signposting access to Unmind, the wellbeing app available to all PSR workers which is full of self-help programmes to improve wellbeing or this might be information on where workers can seek support from qualified professionals if/when this may be needed.
Hiring Manager Journey
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Hiring Manager Journey
Full Recruitment Process (average 22 days*)
This journey is based on an ideal scenario; including assumptions (e.g. collecting accurate information up front, availability of individuals.) Therefore whilst 22 days is achievable, it is recommended to allow more time.
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Step 1 - Hiring Need Identified
Hiring Manager (HM)
- Follows local approval process
- Creates job requirement in Fieldglass (FG)
- Approval triggers IR35 request
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Hiring Need Identified
PSR Recruiter
- Validates the initial information provided by HM
- Contacts HM to schedule Briefing Call
- Receipt of IR35 determination
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Hiring Need Identified
Hiring Manager:
- Attends Briefing Call and confirms role requirements
- Agrees sourcing plan and understands the timelines
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Step 2 - Candidate Selection
PSR Recruiter & Sourcer
- Posts the role, engages 3rd party suppliers, if needed
- Sources and screens candidates
- Builds a shortlist of suitable candidates
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Candidate Selection
Hiring Manager
- Receives shortlist of candidates via Fieldglass (FG)
- Reviews the CVs and provides feedback (phone/email)
- Selects candidates for interviews
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Candidate Selection
PSR Recruiter
- Schedules interview and sends confirmations
Hiring Manager
- Sends interview Teams links
- Conducts interview
- Provides feedback & assessment confirmation for candidates
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Step 3 - Offer & Onboarding
Hiring Manager
- Confirms offer and contract T&Cs
- Is informed of next steps and timelines of onboarding
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Offer & Onboarding
PSR Recruiter & Admin Team
- Extends offer to candidate
- Creates work order in FG
- Conducts candidate vetting checks
- Agrees start date with Hiring Manager
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Offer & Onboarding
Hiring Manager
- Arranges workers IT access/assets
- Conducts Day 1 activities
- Completes satisfaction survey in FG
What’s the best route to talent?
With multiple routes to talent, if you are uncertain on what is the best route to talent or service line to meet your needs, you can contact our relationship management team for support.
Hiring Best Practices
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Hiring Best Practices
Hiring tips to ensure you secure the best talent quickly but still ensuring candidate experience is at the forefront
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Act Quickly
- Review CV’s and feedback quickly (within 24 – 48hours)
- Arrange interviews as early as possible and close together, don’t reschedule
- Feedback on interviews within 24 hours – offer quick and competitively
- If you take longer expect candidates may no longer be available
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Stand Out from the Crowd
Know how to ‘Sell’ the role and organisation.
- What will excite the candidate?
- What differentiates the role?
- What is great about the organisation over competitors?
- What is great about the project, how can this benefit the worker?
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Think Creatively
If your candidate isn’t a 100% fit for the role:
- Do they have potential?
- Can you restructure work in the team to suit their capability?
- Could you consider a different criteria i.e. background /skillset/ experience?
If a candidate is a good option don’t keep searching for the perfect match, you may miss out on someone full of potential.