Construction Recruitment Agency

The Recruitment Process

We pride ourselves on the high quality of our recruitment process which ensures that we always submit only the best of all the suitable candidates found in response to our client's specific requirements. It is our role to pre-screen and pre-select candidates before submitting their details to our clients in order to ensure the most accurate matching is achieved from both our client's and the candidate's perspectives.

The whole process is performed and audited under ISO 9001:2000 Quality Management.

We will promote your business the way you tell us

We make sure that in our candidate briefings, conversations, and in the way we advertise your vacancy, your organisation is promoted in exactly the way you want it to be.

Job Description

We will ask you for a detailed job description and ask you to tell us about anything else you consider important before we attempt to make a match.

Candidates with particular skills are dealt with by consultants specialising in their field, for a faster, more informed level of customer service and candidate matching.

Our database is packed with the details of many candidates who may satisfy the criteria for your job right now, and we will refine our selection process to provide the best match for you at every level.

Candidate Pre-selection

A highly structured interview is conducted with a trained consultant, assessing each candidate in terms of their employment history and to uncover the candidate’s level of qualification, career motives, family situation and so on. Any gaps in a candidate's CV are also explored as are the reasons why they left previous employers and their motives for wanting to change employers.

We can structure an interview according to any guidelines you give us, asking those questions that are most important to you and provide you with feedback to your questions for each individual candidate.

Qualifications

We perform checks to authenticate the qualifications that any candidate submitted to you must possess and also verify the period that the candidate has been using those skills in the workplace.

References

If possible, we check our candidate's last 5 years work history by applying for references from previous employers, this can be extended to include the last 10 years if this is required by you.

Video or Telephone Interviews

Where candidates speak English and live within a reasonable traveling distance of one of our centres abroad or possess the necessary equipment themselves, we can arrange for you to interview them from the comfort of your office*, utilising the two-way video and sound transmission techniques available through broadband internet.

*You will need a computer with a broadband connection, a microphone, a web cam and already have or will need to create a free account through either Microsoft's or Yahoo's Messenger Service.

We will be happy to supply you with guidelines for conducting such interviews and also supply you with guidance on how to connect to Microsoft's or Yahoo's Messenger service.

Another service that we have added is the facility to interview candidates on video so that you can view them discussing their experience. To see an example click here.

Failing this you may wish to conduct an interview over the telephone to ensure you are happy with our selection. Again, guidance will be made available to you as part of our comprehensive service.

Other Services

English Testing

Where a candidate can speak English, we can submit the results of an English Language Assessment to you.

In testing we concentrate mainly on spoken English, which our clients have told us is the most important factor in communication on a building/construction site. We verify both general as well as building vocabulary knowledge.

We require all candidates to attend a face-to-face interview at our offices or at our partners’ offices (if outside the UK) and their language proficiency is assessed against an English Language Self-Assessment Questionnaire they are asked to complete prior to attending the interview.

Their oral skills are tested in the interview by the interviewer along specific guidelines.

In order to test comprehension, all candidates are required to read an English essay and to answer English questions about it OR are asked to translate a piece of English text into their mother tongue.

We test writing ability by asking candidates to translate a piece of text from their mother tongue into English.

The texts used for this purpose are frequently changed so that candidates cannot pass on information to their friends who may also have been invited for interview.

When a candidate produces a test certificate under the International English Language Testing System (IELTS), we verify it with the issuer.

Only staff who are competent in English and have been trained in testing are allowed to carry out English testing.

To look at some of the tests we use download and extract the example tests from this zip folder.

You will need to email us for the password to open the folder after we've verified that you are a recruiter.

Current Employer

We have ways of verifying the candidate's current employer using soft probing techniques that do not alert the current employer to the fact that the candidate is seeking employment elsewhere.

Degree Equivalency

Where a degree level candidate is required, we can apply for and supply an equivalency report supplied by the National Recognition Information Centre (N.A.R.I.C.) Read more.

PSYCHOMETRIC TESTING

Testing personality scientifically using the most current theories on personality will help you to make a better informed decision on a candidate.

Candidates can be tested on the following factors:

Classical IQ

Personality

Accident Proneness

Career Advancement

Communication Skills

Creative Problem-Solving

Emotional IQ Test Mental Toughness (Hardiness)

Honesty Test Leadership

Organization Skills

Risk Taking

Self Esteem Test Self - Monitoring

Sensitivity to Criticism

Team vs. Individual Orientation

Team Roles

Career Advancement

Classical IQ

Customer Service Job Fit

Communication Skills

Creative Problem-Solving

Emotional IQ

Mental Toughness (Hardiness)

Honesty

Leadership Test

Organization Skills

Self Esteem

Self-Monitoring

Sensitivity to Criticism

Team vs. Individual Orientation

Team Roles

Further, we can tailor our psychometric testing to suit your specific requirements giving you the greatest chance of hiring the best candidate.

Video Interviews

We can conduct highly structured interviews on video so that you can compare the varying responses from individual candidates to a preset questionnaire or set task.

Allowing us to do this on your behalf is less intimidating to a candidate than you doing this, eliciting a more natural set of responses producing a greater degree of accuracy based on the candidate's natural behavior.

Police Records Check

If security is a one of your major concerns, we will apply for and supply the officially certified results from a Police Records Check conducted in the candidate's country of residence.

Service Excellence

We take delight in the successful placements we and our partners have made for thousands of candidates who have been placed throughout Europe.

Neither too small nor too large, we are able to give you a highly personalised service at all times.

We operate a strict Code of Conduct which ensures that we not only operate within and surpass the construction recruitment industry guidelines, but also operate within:

The Conduct of Employment Agencies & Employment Businesses Regulations 2003

The National Minimum Wage Act 1998

The Working Time Regulations 1998 (with subsequent amendments)

The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000

The Sex Discrimination Act 1975

The Race Relations Act 1976

The Disability Discrimination Act 1995

The Employment Equality (Sexual Orientation) Regulations 2003

The Employment Equality (Religion or Belief) Regulations 2003

and

The Data Protection Act 1998 (Registration No. Z9831115)

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