Why rps

 Calling in external help may be appropriate where some or all of the following conditions exist:

• Lack of in-house time to handle applications
• The client requires help to ensure the best approach to attract applicants for the vacant position(s)
• The role is so high level or in such a specialised area that advertising the position is unlikely to generate a significant number of appropriate applications; or
• You need guidance on current market demand and pay rates for the type of individual required.

Apart from overcoming these challenges, there are additional benefits from appointing rps (Recruitment Personnel Solutions).  For example, research suggests that senior candidates prefer dealing with an intermediary when making an initial response to a job advertisement.  This is because once an advertisement has sparked some curiosity, potential applicants still want to know a little more about the details of the position before spending time and effort tailoring their CV or filling in an application form. Therefore, they like having the option of being able to phone us and have an informal discussion about the vacancy, checking particular details that may be key to their decision whether to apply or not. 

rps can act as an unpaid adviser to potential applicants, giving them an indication of whether they may have the skills and experience desired by the recruiting organisation. If a candidate appears to lack key requirements, rps will stop them wasting their own and everyone else’s time. But if a candidate seems to fit the bill, our enthusiasm may encourage them to go ahead with an application. We can generally help to keep communication channels open with candidates and ensure that momentum is maintained throughout the recruitment process.

rps will work as an ambassador for our client ensuring that both client and candidates are fully informed at every stage.

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