Successful recruitment starts with good planning. At Castelo Green we want to support you in your recruitment planning to help you achieve your goals. Especially when doing search-based recruitment of passive candidates, it is very important to ensure the job description is clear, accurate and compelling. At the start of a search process it is a sales document for your job but it must also reflect reality. We can help ensure the job description works well for the candidate. We also encourage the creation of a realistic job profile document that can be shared with curious but not committed candidates.

The next consideration is how you plan to run your interview process. You may have a proven process already that just needs communicating to candidates or you may want some guidance on the right process to build for your team and your recruitment objectives. We can help you build the process that works for you and the candidate … and crucially, make sure all the hiring team understand the process and their role in it.

Maybe you are uncertain whether you have set compensation levels competitively. This can be difficult especially when hiring for new roles or in new geographies. We can work with you to ensure you are confident that you can attract the right candidates and keep inside your budget.

Great teams start with sourcing great candidates. At Castelo Green we encourage teams to use their networks to find candidates – referrals are an excellent source. This is often not enough. We are big believers in the power of passive candidates and therefore have a ‘search first’ approach to finding the right candidates for you.

To ensure success, we quickly develop a clear understanding of your business, team and culture. We develop materials to help the potential candidates understand you and get them excited about the opportunities you offer. We undertake a wide and deep search of your preferred geographies and filter rigorously based on your parameters.

We expect to review 500 profiles, reach out to 200 and screen 15 before presenting 3 candidates to you for your detailed evaluation for each role you are recruiting for.

The key to ensuring your hiring team can effectively recruit team members whilst keeping on top of the day job is high quality candidate screening. At Castelo Green this is a key component to our sourcing strategy.

We spend an average of 40-45 minutes in each screening interview and focus on five objectives:

• Building a rapport with the candidate
• Performing a behavioural / culture assessment based on our understanding of your team
• Assessing career experience and development.
• Assessing and addressing expectations and career objectives
• Doing a technical evaluation based on the key skills you are looking for

We will probably screen 15 candidates for each role, expecting to pass the 3 best ones to you for your assessment. Of course, no assessment is perfect but we take a risk averse approach – preferring to accept some false negatives (good candidates we discount) rather than risk too many false positives getting through.

At Castelo Green, we don’t believe our job ends when we have presented you with good candidates. We want to support you through the offer stage and beyond into onboarding and bedding in.

We will have been clear about compensation expectations from the start of the process so there should be few surprises when it comes to package negotiation but we are here to help. Once an offer has been accepted, we can help the candidate with negotiating their notice period and agreeing a start date that works for all parties. We stay in touch through the notice period and will also check in with you to confirm readiness for day 1, onboarding plans and logistics for the day. We carry on checking in with the candidate throughout the probation period to make sure both sides are 100% satisfied.

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