We start by getting a deep understanding of the requirements and expectations of the position. Using our bespoke “Root-Cause Recruitment” method, we consult with you on your job brief to help you design the technical competency framework that we will interview against.

At the same time, we drill down into why you need to recruit for the position. This is the most crucial part of our process, and we commit our time and effort here to ensure that we capture all the relevant details that will enable us to search for the best candidates.

Utilizing knowledge gained from the job requirement, our years of experience in AM recruitment and our global networks, we approach potential candidates from the passive market and assess both their abilities to do the job but also gauge their interest in the position and company. Once we are comfortable that a candidate matches the criteria, we compile them into a long list. Following a telephone pre-screen, we will invite candidates to attend a video interview where we cover many of our client’s first-stage interview questions. We find this makes for the most efficient and streamlined process, often removing the need for you to conduct first-stage interviews.

We use our two-way video interviewing platform to assess the competencies of our candidates. We ask candidates to use the STARR framework to answer competency-based questions, a method that all of Kensington Additive’s consultants are fully trained in delivering.Our platform lets you immediately see whether a candidate is a technical and cultural fit without spending time and money arranging a face-to-face interview. Our ethos has always focused on quality over quantity, so our longlist will only include candidates we truly feel will match your expectations. Once this has been submitted, we wait for your review and feedback.

We ask for honest, detailed feedback so that we can communicate to candidates what went well, and their development areas. Having invested time into the process, constructive feedback is what all candidates expect, and it helps to protect your employer’s brand, too.

We provide feedback from the interviews and agree on the following stages. As with CV feedback, responding to unsuccessful candidates is crucial. So we will press you to supply as much detail as possible.

A well-crafted offer can make the difference between securing a strong hire and losing out to a competitor. As well as determining the appropriate salary and benefits package, the offer should consider other factors influencing a candidate’s decision. Examples include work-life balance, professional development opportunities, and company culture.

Failing to properly manage offers can leave a bad impression on candidates and damage a company’s reputation. So that’s why we (again) drill into as much detail about our candidates’ motivations for seeking a new role so we can advise you accordingly on the salary offer they will accept.

Once the offer is accepted and a start date is agreed upon, we call the candidate two weeks after they start to see how things are going. This is part of our onboarding process, and we believe that this follow-up call is integral to ensuring a successful placement.