Candidate Care Programme
Our candidate care programme is divided into 6 different sections. Obviously, not all candidates will receive guidance on all 6 areas – it is entirely dependent upon individual circumstances.
1. All candidates receive an initial pre-screen interview. This is normally carried out over the phone but, where the situation allows it, it is carried out on a face-to-face basis. The initial Pre-Screen Interview introduces the candidate to their delivery “handler” – who will be their primary point of contact through their experience with MBN. The Pre-Screen interview establishes the “ground rules” between both parties in terms of understanding wants and needs in potential employment situations, likely areas of interest, pre-qualification for specific roles and timeframes for follow-up where required.
2. CV advice is given where we feel it is required. The maxim that the candidate care programme is build around is “we are not experts in what you do, we are experts in what we do” – we never forget that our candidates are not recruitment experts – so we are happy to assist you with restructuring and reformatting of your CVs to suit best industry practice. We genuinely hope that we improve the candidate’s prospects of gaining employment – through our agency or elsewhere.
3. In conjunction with points (1) and (2) we offer ALL candidates Market and Career advice where required. As we operate within the market on a daily basis, we feel that we are often best placed to give counsel on areas such as prevailing rates and remuneration, emerging technology trends, best “next steps” in terms of career progression and any other area that candidates require market intelligence on.
4. Interview Preparation is delivered to those candidates who are selected for interview with our clients. We have discovered, through talking to candidates over the years, that very few of our competitors actually help candidates through the selection process. We do two specific things to assist: firstly, we send an “Interview Advice” document with our “Invitation to Interview” email – an A4 document that captures best practice for interviewing on one page and, secondly, we talk the candidate through the basics of competency-based selection interviewing prior to their meeting with the client.
5. On the occasions where an offer is received for a candidate, we are open and honest with regards to the process and likely outcomes. We dedicate time to the candidate – try to act as a true intermediary between both parties – and will do everything possible to ensure a “win/win” scenario.
6. If the candidate is placed into a permanent or contract role, we recognise that the time period between offer acceptance and start date can be a difficult period – so we endeavour to make sure that we communicate regularly until you actually start in your new role. Once you have joined your new company, we maintain discrete contact for the first few weeks until you have fully “settled in” to your role and new company.
