Employers
What you can expect
Job Requirement Capture
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.
Searching
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.
Resume & Video Interview Submission
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.
Resume 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.
Interview Feedback
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.
Offer Management
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.
Offer Acceptance & Onboarding
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.
Additional Info for Clients
Confidentiality
We’re happy to engage with NDAs if required. We know your business has IP to protect, and disclosing sensitive information is often part of the recruitment process.
Overseas Expansion
If you want to expand your operations overseas, we have plenty of experience helping companies transition to a different employment market. There are considerable differences in Employment Law between the US and the EU, and we’re perfectly positioned to guide you through the pitfalls.
Startup Businesses
We’ve worked extensively with new tech startups who have received investment funding to grow their fledgling business. Our areas of expertise include designing current and future-state organograms and advising on succession planning strategies. These are both qualifying factors the company has to share with an investor to support their application to receive funding.
In addition, we know it takes a certain type of person to thrive in a fledgling business where systems and processes are still in development. During our candidate assessment, we specifically target the characteristics we know are crucial for a new hire in that dynamic environment.
Interview Structure
If our clients are unsure how to structure the interview, we are happy to advise and help design their interview questions to ensure consistency and comparison. All interviews must follow a similar format to allow for a fair and unbiased assessment of candidates
Recruitment By Design
Hopefully, you can see we pride ourselves on our thorough and detailed recruitment process. We believe that our “Root-Cause Recruitment” method and our use of innovative technology enable us to find the best candidates for our clients. We ensure that we follow a transparent and collaborative process with our clients, providing them with all the information and feedback they need to make the best decision for their business.
Please follow this link to our testimonials to read about the experiences of other clients and candidates with Kensington Additive.
0
weeks average
time to hire
0%
repeat business
with clients
0%
candidate
retention
0%
of partners would
recommend us
Video Interview Process
Looking to significantly reduce the time it takes to
recruit?
The Process
1. Working with the hiring manager, we agree a set of questions that will best
assess the candidate at this early stage.
2. We conduct a short video interview with the candidate that is recorded and set
alongside their resume to the hiring manager.
Why use this feature?
• Brings the resume to life.
• Shortens the time to hire.
• Helps you make a more informed decision.
• Gives you an opportunity to assess the cultural fit at the application stage.
• Can share the interview with other hiring managers.
• Can easily benchmark candidates.
• Increased candidate retention and buy-in.
Watch the demo video below to see a
real interview in action:
What our clients say...
The biggest benefit we have gained from using Kensington Additive is their knowledge of the additive manufacturing market. They really understand the nuances involved in the industry and can place people in different roles and job functions with minimal ramp-up time for each position.
