When a new candidate registers with the RSR there are mandatory processes that have to be completed. This allows us to obtain accurate information on the jobseeker and therefore provide us with essential detail to ascertain their suitability for a client.
These processes include:
Details are obtained from the candidate concerning their requirements, salary / pay rate, desired position and industry, geographical commute consideration and availability.
The screening of candidates to ensure relevance to the work we undertake is vital and an ongoing process.
When a jobseeker registers with the RSR and completes the initial screening process, we apply for all references up to their current job as a quality assurance exercise.
Security checks we regularly arrange for public sector bodies (SFO, SOCA, Police Forces and Local Authorities) include Criminal Record Bureau disclosures (CRBs), Security Clearance (SC), Counter Terrorism Clearance (CTC) and Developed Vetting (DV).
We are able to conduct credit and qualification checks and request as standard 10-year reference history for out contractors.
We are able to employ all these services on behalf of our permanent recruitment clients but find the vast majority keep these processes in house
All jobseekers undergo an online registration/application process.
The Red Snapper Group has specific application forms to suit different jobseeker types. For instance, fraud, regulatory, police and forensic investigations skilled jobseekers all have different registration forms.
Jobseekers therefore complete online registrations forms, which gather information pertinent to their work experience and skill sets.
They are also asked for personal data such as address and contact details and asked to upload their current CVs.
The answers to these questions allow us to gather important information on candidate's skills and experience and can be used as search criteria when recruiting positions.
The answers also allow us to exercise candidate quality control, excluding those candidates who are not relevant for the recruitment work we undertake.
Once registered, candidates are contacted within 24 hours by our dedicated recruitment team and a telephone interview is conducted to ascertain whether the registration information given is accurate and to gather more information such as what kind of role is sought and reasons for registering.
At this point a meeting is arranged to gather proof of identification and qualifications. This normally takes place within 7 to 14 days of registration.
Before being considered for any active vacancy, all candidates are asked to attend a second in person interview at our office. This enables us to ask more detailed, focused questions and carry out additional testing and assessment relating to skills, character and motivations.
All Red Snapper Group employees are trained in a number of interview and assessment techniques.
Our most common assessment tool is a competency interview. Our consultants deconstruct the job specification and construct a series of questions which asks the interviewee/jobseeker to give examples from their work experience to demonstrate they are competent in the skill set required. These interviews are recorded and are available for inspection by the client.
We can also, if requested, score the answers using a balanced scorecard system and submit applicants in order of 'strongest' to 'weakest' and forwarded to clients along with full CV and any additionally requested information.
Other assessment methods used include psychometric testing, ICT testing and numeracy.
When a jobseeker registers with the Red Snapper Group and completes the initial screening process, we apply for all references up to their current job as a quality assurance exercise. We do request that these references can be made available to third parties and when we can, we do present them to our clients.
Security checks we regularly arrange include Criminal Record Bureau disclosures (CRBs), Security Clearance (SC), Counter Terrorism Clearance (CTC) and Developed Vetting (DV).
We are able to conduct credit and qualification checks and request as standard 10 year reference history for out contractors.
We are able to employ all these services on behalf of our permanent recruitment clients but find the vast majority keep these processes in house.