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How we fill vacancies

How we fill vacancies

Below are the most common recruitment methods that we are likely to use for the majority of recruitment projects. Which ever method is used, we recommend that wherever practical, at the start of each recruitment project, the assigned consultant meets with the client, to ensure we have the maximum information available regarding the role, the company and its culture. This ensures that the most suitable candidates are introduced to you, increasing the likelihood of a successful placement and of that person being a long-term asset to the company. Ultimately saving you time and money.

By far the most widely used technique for either planned or contingency recruitment. This service involves searching our computerised database for candidates who match your criteria and advertising the role in our composite advertising.

This is a more comprehensive approach designed to attract candidates for a specific vacancy, rather than candidates looking for a general career move. It is more commonly used for the recruitment of senior staff or for specialised positions. This method incorporates a dedicated advertisement in the most appropriate publication, search techniques, a selection process, interviewing (including using behavioural interviewing) and the production of a short list of candidates for the client to second interview.

An advertised search involves running an advertising campaign in the most appropriate publication, designed to attract candidates for a specific position. All responses are then directed to Fairford Associates. The advertisement may or may not reveal the Client Company’s identity, depending on the level of discretion required. All respondents are solely kept for this post until discounted by the client.