Client Services - Recruitment Process

For each of its clients, Harris Hill appoints an experienced Account Manager to maintain day-to-day contact, to meet all requirements and to ensure total satisfaction. The Account Manager has a team of Candidate Resourcers to assist in the selection of candidates for a vacancy, and has the back-up support of effective administration and accounting services.

Whenever a client informs us of a vacancy a chain of events is set in motion. Each part of the chain is handled in accordance with well-established quality procedures.

• The appointed Account Manager will review every job specification and ensure that it is clearly understood.
• All information relating to the position is logged on our internal recruitment software, including specific requests from the client regarding matching to the post.
• When the client has given their permission, the position will be entered on our website, as well as other associated sites.
• We produce, from our comprehensive database selection system and from the latest CV's, a shortlist of potential candidates.
• We contact each identified candidate to discuss the role, ascertain suitability, availability, salary/rate requirements and desire to be considered.
• We interview candidates, normally prior to CV submission, however, where this is not practicable, we ensure an interview is carried out prior to the client interview, unless otherwise requested.
• Once the client has made a selection, we undertake final negotiations regarding salary/rate; start date and the terms and conditions of working.
• We obtain references from previous employers of the candidates for temporary assignments.
• We maintain liaison with both candidate and client to ensure the candidate arrives safely on the first day, settles in quickly and remains happy with the role, for temporary personnel this liaison is throughout the assignment.
• We remain in contact with the client on an agreed basis.

Rebate Procedures

Working on a "no placement no fee" basis we also offer a comprehensive rebate structure spanning the first three months of employment.

Testing

We recognise the requirement from our clients for skills to be thoroughly tested (where appropriate) prior to commencing employment. We therefore make extensive use of Qwiz, which is recognised as the market leader in software and secretarial testing. We test on typing speed and accuracy, data entry, alpha and numerical speed and accuracy, competency on Word, Excel, Access and PowerPoint. Results of the test if requested, will be e-mailed to clients.

E-commerce

Harris Hill recognise the benefits of the application of 'e-business' technology for cost reduction, improving quality and opening new delivery channels. We have a 'clicks and mortar' business development philosophy in response to the e-commerce revolution, and are re-engineering our traditional recruitment processes to determine new ways of enhancing our service.

Eligibility to Work in the UK

Within the framework of our equal opportunities monitoring form, all candidates registered are asked to complete and sign the declaration regarding eligibility to take up employment in the UK. In addition to this and in line with the Home Office Directive under section 8 of the Asylum and Immigration Act 1966 which came into force on May 1st 2004, all reasonable steps will be made by Harris Hill to ensure the prevention of illegal workers in the UK. Evidence of identity is required i.e.

• For non–EEA nationals: a passport with right to abode or leave to remain or a valid visa etc.
• For EAA nationals: a passport or National Identity card
• For British citizens: a birth certificate (full size) or a passport or an NI card/letter

All documentation will then be photocopied, endorsed by a Director and held on file.

Employment Agencies Act

Harris Hill adheres to the guidelines as set out in the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003.