2. We’re on your
team
Teamwork’s incredibly important to us at Spring
Personnel. Not just in terms of how we structure
our business, but also in how we work with our
customers – both clients and candidates.
We work hard to become a virtual member of
our clients’ teams. Spending time with them
regularly to understand their business, their
challenges and to share our experience is as
important to us as it is to them. That way we
can share our extensive knowledge of the local
marketplace and candidates and make sure that
we live and breathe their cultures and keep pace
with changes in their business.
Being on the ground, out and about in our local
business communities and keeping up to speed
with what’s happening helps us deliver a truly
personal service that’s tailored to the local
environment. It also means that we’re often
among the first to spot new talent.
3. How we add
VALUE
At Spring Personnel we know that a good
recruitment partner goes way beyond placing
candidates, we look to add as much value as we
can to our clients. Understanding what motivates
the current job seeker, how best to attract new
talent and how best to onboard new employees
are just some of the areas we provide insight on.
Every few months we will deliver reports to our
clients which provide greater transparency on
the market place and provide them with a much
needed boost in the war for talent.
Some of our recent campaigns include:
I have always been able to rely on the Spring Personnel team to deliver a rapid but highly
professional service. Spring staff are consistently of a high calibre and well engaged in
their work – crucial in a customer service environment. We have tested the team well on
many occasions, but nothing is ever too much trouble and I have really enjoyed working
alongside the team.
Client of Spring Personnel
Pwww.springpersonnel.com
The perfect team,
the perfect partnership
TeamsWork
How teams
work
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Inducting
Future Talent
www.springpersonnel.com
Inducting future talent:
the importance of onboarding for SMEs
Inducting future
talent
The balance of
attraction
Finance and ProcurementSpring Personnel’s specialisms...
Engineering and technical
Commercial
Blue Collar
Property and Construction
Legal and HR
Logistics
Contact Centre
4. Candidate attraction and
SELECTION
The best relationships are built on trust, understanding
and mutual respect, which is why when you entrust your
recruitment needs to us, we’re well and truly on your team.
We get to know your business and your staff, and we listen to
what you need from your new hires.
This level of understanding allows us to reduce time to hire by
adopting the most suitable candidate attraction methods for
your business.
I have built a solid working relationship with Spring Personnel and I personally feel they understand my working
requirements. The calibre of candidates is outstanding, they really understand what kind of candidates I am looking
for not just on a professional level but on a personal level also.
Client of Spring Personnel
Attraction techniques
We take a proactive approach to candidate
attraction — consistently adapting our
strategy to target the hottest talent.
Social media
Because a healthy portion
of the candidates we’re
trying to attract use social
media on a daily basis, we
invest time into building a
strong online presence —
leveraging this to network,
reach passive candidates,
and source niche skills.
Spring Personnel database
As well as targeting passive
candidates, we maintain a
database of active, pre-
screened job seekers —
creating hotlists of available
talent for specific skills and
specialisms.
Job boards
We advertise roles on all
of the major job boards,
our own website, and
niche sites if necessary;
managing responses
promptly to capture the
best applicants, before
beginning the screening
process.
Referrals
Motivated by the belief that ‘like
attracts like’, we place a certain
degree of emphasis on quality
referrals; which is why over 30% of
our temporary workers are placed as
a result of networking. To keep them
coming, we have a referral reward
programme in place.
Organisational
alliances
We have alliances with a
variety of organisations
across the education,
training and development
arenas, allowing us to
pitch career opportunities
to the relevant audiences
— usually people ready
to enter the jobs market
after completing their
education or training.
Events
We regularly organise and attend high
profile recruitment events — including
recruitment fairs, open days, college
presentations, trade shows, and other
specialist events — to reach new
talent and strengthen our standing.
5. The recruitment
PROCESS
Role profiling
We work closely with our clients to
identify key recruitment criteria
through a job profiling exercise;
this focuses on the specifics of the
role, information about the team,
and the skills and competencies
required. We’ll use this information
to screen and assess candidates
using a range of methods — from
competency based interviews to
online skills tests.
Assessment and psychometric testing
During the recruitment process, each of our candidates must complete an
appropriate skills assessment before being referred for a role. Our testing and
training tools are customised to measure core competencies against job specific
criteria. We also offer a range of psychometric assessments which can provide
insight for use in candidate comparisons.
Right Result
At Spring Personnel we don’t just test skills. We put our market-leading assessment
and training programme to work, evaluating our candidates’ work motivations and
assessing the fit between their preferences and your work environment.
Our ‘Right-Result’ programme guarantees more skilled, motivated and well-suited
additions to your team. Candidates can access testing in branch or on the web,
anywhere, any time.
Right-Result focuses on 3 key areas:
● Can Do determines if a candidate has the necessary skills to perform the tasks
required.
● Will Do identifies and measures a candidate’s motivation and expected behaviour
at work based on reliability and conscientiousness; stress tolerance; contact/
interaction with others; motivation and energy.
● Will Fit identifies the preferred working environment of the candidate and
compares it with that of the vacancy.
By conducting a thorough, objective assessment in advance, interview time can be
maximised.
There’s no better, faster or more cost-effective way to assess a candidate’s skills
or suitability.
CV matching
We carry out detailed
CV matching against
the criteria agreed
during the role profiling
process. Those who pass
the first stage will be
interviewed face-to-face
where possible, or — in
exceptional circumstances
— via video conferencing.
Successful candidates are
subject to a full briefing
covering role description,
culture, training,
remuneration and working
hours.
I have always been impressed with how personal and
tailored Spring’s service is. I’ve sought work through other
agencies in the past and have experienced first hand how
impersonal they can be; where you’re just another name
on another piece of paper. At Spring, you can be confident
that they are constantly putting you – the customer – at the
forefront of everything they do.
Candidate placed by Spring Personnel
Screening and registration
Before being added to our database, all of our candidates are put through a
comprehensive screening process; this includes a pre-interview evaluation, a
45-minute competency based interview with a qualified consultant, and a range
of job specific assessments.
At this stage, candidates complete a registration form to capture:
● Personal details ● Work history ● Skills and experience
● Job preferences ● Salary expectations ● Career objectives
● Referees
During the screening process we’ll also check:
● References (temporary candidates are fully referenced for two years)
● Eligibility to work in the UK
● Professional qualifications
● Criminal record checks
● Proof of identity
For particular working environments, we’re able to carry out Criminal Records
Bureau checks; we can also administer Department of Health checks and general
health screening if necessary.
What’s more, our consultants can coordinate the paperwork in preparation for
security clearance, and carry out CCJ checks for our financial services clients.
6. Temporary and Permanent worker
Management
For more information about Spring Personnel’s attraction and selection techniques, get in touch today.
Temporary
We provide all of our temporary
workers with a detailed induction
pack to get them started.
We’ll call them on the first day of
their assignment to make sure they’ve
arrived on time, again at the end of
their first week to ensure they’re
clear on the process for timesheet
submittal, and once a week thereafter
to see how things are progressing.
We’ll also maintain regular contact
with hiring managers to monitor
performance and — depending on
how many temps you have on board
— can implement our temporary
worker of the month award to increase
engagement and motivation levels.
Permanent
We offer a fully comprehensive range
of permanent recruitment services. We
are able to manage every aspect of the
process from advertising and campaign
management through to screening
and preparation of the final short list;
all the time working closely with our
clients to ensure achievement of their
objectives.
The permanent candidate attraction
and selection process is made up of:
Spring Personnel are reliable, efficient, professional and above
all – truthful. They are always in regular contact with me to
check my progress and when I have a query they are always there
to help.
Candidate placed by Spring Personnel
● Campaign
Management
● Response
handling
● Pre-selection
● Screening and
Assessment
● Profiling
● Short listing
● Interview
● Offer
● Appointment
● Post Hiring
● Support
