We are a specialist recruitment consultancy with international reach. We provide candidates on a permanent/contract basis to meet our clients’ recruitment requirements.

Our consultants thoroughly research a client’s business before commencing the recruitment process. They build on their desk research at the client meeting where they will structure the session to get all the salient points covered off. It is at this point that our consultants really begin to work hand-in-hand with their client to develop the brief for each position being recruited for. Our aim is to find out exactly what our clients are looking for and what part the new hire will play in their business. By investing time at the start of the process we know we will be able to offer a more successful end result.

No games. No playing both sides. We work for you, not the candidate. If the candidate has any “holes”, you’ll know about them.  A thorough process driven recruitment procedure ensures we bring the best to the table.

We believe in our process and deliver winners. There is no negotiating. If all parties do their job correctly, if all sides have been pre-closed with hypothetical offers and hypothetical acceptances, transitions are smooth. If we feel an offer won’t be accepted, it will not be extended. Simple as that. In Lightspeed’s recruiting Methodology, no one wears egg. Period. We deliver…and we’ll earn your trust.

• Sourcing Candidates – Database
• Search and Selection
• Media Services
• Professional Networking
• Response Handling
• Shortlisting
• The Interview Process
• Referencing
• Post-placement

Sourcing

A dedicated team of resourcers and researchers constantly update our extensive database. Our strong presence within the industry ensures we receive a constant flow of appropriate CVs. However, because of our exacting requirements only the top 20% of applicants get through our quality control procedures, enabling them to be registered on our database

Search and Selection

We realize that sometimes the right candidate for a position might not be actively looking for a new position. If that’s the case then our researchers have specific expertise in ethical headhunting and search methods which help us to identify and approach the relevant people within an agreed list of organizations. Once we have identified relevant candidates we will approach them to ascertain their interest before assessing them for suitability and interviewing them for inclusion on your shortlist. Our team is trained in the art of recruiting and has the ability to target and recruit industry stalwarts for our clients.

Media Services

Experience has taught us what kind of recruitment marketing works and what doesn’t. Our track record bears testament that our own particular brand of high impact advertising produces optimum results for our clients whenever and wherever it appears. By constantly re-evaluating our methods in line with client requirements we can stay way ahead of market changes and reflect market trends. We’ve carefully built our brand to the extent that it has now become synonymous with quality and is instantly recognisable within the marketplace. For those times when a position demands more attention, our in-house design and marketing team will create powerful bespoke marketing solutions that get results.

Professional Networking

As the saying goes it’s not what you know, but who you know; which is why our consultants make it their business to regularly organise and attend various industry specific functions, with the aim of making contact with potential candidates. We have also worked hard to establish good relations with professional bodies, which help us understand our market at an even deeper level.

We realise that sometimes even tried and tested methods of recruitment don’t have the required impact and a more creative approach may be required. Taking the initiative, we will advise on an alternative method of attracting the right candidates, such as a seminar or a workshop aimed at specific skill groups.

Response Handling

When we act on your behalf we think of ourselves as ambassadors of your company, and as such we operate at the highest possible standards of service. We think that it’s important that candidates enjoy a timely and efficient service at all times even if their application isn’t successful. We handle all responses to advertising saving you valuable management time. We filter submitted CVs on a daily basis ensuring that all candidates receive an acknowledgement within 48 hours.

Shortlist

We provide our clients with our shortlist and the supporting detailed notes we make on each candidate. Our views are balanced and objective outlining a candidate’s strengths as well as any possible reservations or areas for further investigation. At this stage client interviews are arranged with the agreed shortlisted candidates. To provide continuity, the relevant ESP consultant can also sit in on the interviews either live or in conference call. Before their interviews all candidates are provided with an information pack as well as being fully briefed on the process. Should the candidate have any concerns we make sure that they are highlighted to the client prior to the interview. Our approach ensures that both parties get all they can from the experience.

Our staff will gather feedback from both client and candidate to ensure a continuity in the process for desirable candidates.

Interview

Rigorous candidate selection processes are the key to a successful appointment. Therefore relevant candidates are interviewed in person by the consultant handling the assignment. With agreement from the client we would carry out competency or criteria (achievement) based interviews. We are particularly interested in what aspect of the position has motivated the candidate’s application. As this is an exacting process, each interview takes between 1-1? hours. Should a candidate be rejected at this stage the rejection is given verbally and the reasoning behind our decision is always fully explained as a guide for future applications.

Reference

Our referencing service makes sure that rigorous checks are made on the previous employment of candidates, which can be vitally important when making senior appointments. Clients receive a written report detailing education and professional qualifications as well as key competencies for the role. Add to that thorough reference taking and you can see that an all-round perspective on candidates leaves no margin for error; in other words, we get the right person for the right position.

Post Placement

Even after the placement is agreed, our job is far from done. We arrange a post-placement review meeting when we can discuss the highs and lows of the entire process. The process is extremely important to us as we ask for and act on our client’s comments, building a continually better experience with each appointment. In addition, we monitor the progress of our placement, ensuring a mutally satisfying process.

Our Process of Search

1. Internal Approval: Our team will challenge the position’s specifications for market validity by assessing technical skills required, the competitiveness of the compensation, the hiring process and group dynamics.

We will address any concerns and offer recommendations if desired.

2. Client Approval: I will forward back to you our interpretation of the position description for approval in addition to our fee agreement. Upon acknowledgement, our search begins. Questions asked at this point.

3. Existing Candidate Sort: We will narrow the field of existing candidates by a sorting process based on those candidates criteria for change and the client’s must haves. Those semi-finalists are re-evaluated by a senior associate … then I’ll interview.

4. Simultaneous New Candidate Development: Our team will concurrently network centers of influence to source the names of candidates referred to as excelling in the principle area of client criteria. Exploratory Contacts are then made by our staff to determine candidate priorities, motivation for change and technical abilities. All are lightly assessed with no reference to you. This will produce an un-influenced evaluation of the candidate’s desire for movement without being baited. Candidates below the bar are returned to the open market. Candidates evaluated in the top twenty percentile of skill sets are given opportunity for client exposure.

5. Candidate Packaging: We will provide an assessment packaged for client preparation – not interview selection. This is the interpretive trust we asks for. The Assessment package will include:

- CV or Resume

- Points of Interests (giving deeper scope of candidate’s perspective)

- List of Criteria Necessary for Change (this becomes the interviewer’s presentational platform necessary to close the candidate)

- W2, Q, Q% and track record of deal size, rolodex etc. for sales roles

6. Short List Presentation: Narrowed field of finalists will be presented.

They will be verbally presented on the day the client receives hard copy presentation. At this time, we will recommend interview dates based on knowledge of your availability. We’ll reserve the right to either hold all presentations until all candidates are assembled or to present finalists as they surface. Timing and send of urgency will vary among candidates.

Candidates shelf life will be communicated to you.

7. Interviews: Provided all parties have been prepared equally, interviews should flow easily.

8. Client/Candidate Post Interview Debrief: Both sides will be thoroughly debriefed, candidate’s findings presented to both client and candidate.

9. Trial offer/Acceptance: ESP will test the offer “Hypothetically” prior to extending it. Any incongruities will be addressed and presented to client for resolving or dissolving. If the “hypothetical” offer is accepted, ESP will gain ATA (Authority to Accept on the candidate’s behalf). The client will be informed that the offer will be accepted, a start date selected and an actual offer time arranged.

10. Final Offer: A conference call is arranged between the client, the candidate and recruiter. On that call, the client representative extends the formal offer, the candidate accepts. A start date is agreed upon. Client has completed their search.