How does Deerfoot screen candidates?
We do not rush candidate screening and follow strong and correct process. We will first spend time talking to an individual at length about both their expectations
and work requirements. We then provide full information of appropriate open client vacancies, discussing full details.
Once we have spoken to an individual that expresses a keen and genuine interest in a role (and if we consider them a worthy candidate) we will send them full and
complete details on a vacancy role (role spec, person spec, benefits details and a link to our client's website). We then ask each candidate to complete a
bespoke questionnaire and an equal opportunities form.
The use of our questionnaire mechanism ensures a) all candidates are genuine candidates who have made a considered and positive effort into their application, b) there is
clarity of information, minimising the propensity for information to be 'lost in translation' between candidate and agency c) all 'common' and vacancy specific questions
that a client may have are answered at CV presentation stage (e.g: why do you consider yourself a good match for this role?, why are you seeking a new job at this time?).
We never present a candidate's CV to a client unless we have clear and unequivocal email authorisation from a candidate. With all CVs we present we will detail why
we consider the candidate is suitable but also highlight any perceived weaknesses too. (For every five CVs we send to a client, we donate £1 to charity).
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