process & procedure

“... a lot of straight talking...”

From start...

Briefing
AGP will meet you to discuss in detail not only the job and person specifications for a given assignment but also its context - include factors such as organisational fit and prime objectives. If you wish, and especially in the case of new roles, we are happy to draft formal job descriptions and criteria for selection

Approach
We will recommend what we believe is the best method to secure the type of candidate you have outlined, and take your instructions. The type of approach decided on will affect the order and number of tasks involved, but not the quality of work on which we pride ourselves.

Service Routines
Daily updates and written weekly reports will be forwarded to our main contact in your organisation, with colleagues copied in as you direct. But please note that you are encouraged to contact us at any stage to ask questions or share additional thoughts - do not hesitate to call or email, even after hours or at weekends.

Candidate Profiles
Following search, research or advertisement, we will provide you with accurate and detailed profiles of (according to your instructions) either only recommended or all candidates, allowing comparison of their suitability, availability and probable expectations.

Candidate Management
All applicants are treated with courtesy, however brief their involvement in the selection process. Acknowledgements of applications are sent by return, and applicants not selected are so informed promptly.

With long-listed candidates, all qualifications and reference are checked as a preliminary.

Once the short-list has been drawn up, we are able to devote individual attention to those selected. Naturally we will wish to retain their keen interest, but not at the expense of misleading them about their chances of final success; in any case, the courtesy of regular updates and honest opinion is a surer way to good relations

In the final stages of selection, we will be in constant touch with your preferred candidate to ensure that he or she is happy with progress and confident in making the move. Counter-offers, especially with highly valued employees, are common at this point but if competently handled they aren’t a problem: we don’t , for example, let practical negotiations spiral suddenly into silly-money auctions. This, again, is where the honesty of our brokerage comes into its own. Any candidate of ours will by now know from experience that we have his or her best interests at heart - which makes keeping them focused on real and lasting benefit, rather than glittering promises, a great deal easier to accomplish.

... to finish.

At the end of each assignment, as an essential part of our continuous learning and development practices, we carry out a formal Quality Review. This is mainly an internal service audit procedure, but we will ask for and appreciate as much feedback as you wish to contribute.