About BC Recruitment

Across the UK and around the corner, BC Recruitment connects, advises, and supports organisations and their employees, all for mutual success. Simple in concept, but complex in delivery. Our specialised recruitment, managed services and talent management solutions help to find great people and then turn them into greater performers - adding value and increasing productivity at every stage of the employment lifecycle.

Clients large and small rely on us for a complete range of human capital needs: from attracting and selecting one-of-a-kind candidates, to integrating whole teams and managing entire recruitment programs.

Finding the right approach means we have to know each and every client's business, understand their issues and determine actionable steps that work in their environment. What's more, we treat each client, candidate, and contractor with the attention and respect they deserve.

And with BC Recruitment, you get local expertise backed by leading edge search and selection processes. We're always at work recruiting, motivating and developing people in markets throughout the UK.

We Work With You

We work together as a partnership to understand your business so that we can help you to recruit the right people.

We think hard about what you need and use a range of effective marketing approaches and selection techniques to attract the right people for your business.

Our Quality Assurance Programme

Once we have placed candidates in permanent or contract roles we follow a process for each placement to ensure that both candidates and hiring managers are completely satisfied with the placement.

Our Services

Interviewing candidates for positions can be extremely difficult. It's easy to assess a candidate's technical skills and knowledge from a CV, but assessing important competencies such as ability to influence, interpersonal understanding and communication for results are almost impossible to assess off a piece of paper.

With the benefit of years of recruitment experience, we have incorporated interviewing techniques that work on the principle that past performance is the best predictor of future behavior. Behavioral Event and Competency Candidate Interviewing is part of the standard level of service offered by BC Recruitment and is incorporated into our day-to-day processes.

Database

Our internal database monitors the careers of approximately 300,000 people, it produces interview to placement reports and it monitors our consultants call rate. We are in the process of setting up video conferencing facilities and have tried various unique applications of technology to benefit our service over the last two years. The main one being, providing clients with video clips of customer service staff performing a two minute presentation on themselves to a camera and emailing clients a jpg file with every CV.

Advertising

The BC Recruitment advertises extensively with all the major online job boards including Monster, jobsite, jobserve and CWjobs as well as many national and regional newspapers. That said we do not encourage clients to pay for advertising themselves. The cost is higher than a regular advertiser such as ourselves would pay and there are many pitfalls to consider...

The problem with other agencies is that they all offer a reactive service based on the right person seeing the right ad or clicking on the right web site. There are a whole host of large and successful agencies that have grown up off the back of advertising but using conventional media is restrictive and many clients don't realise the problems.

Firstly, when you advertise in a media publication, one half page in one issue can cost a minimum of £6,000. So it's very expensive. What generally happens is that 50 to 60 people will respond, but experience has proven that at least 90% of these people will have irrelevant skills and are sending their CV in the hope that they will be lucky. So the reality is that the client is left with 5 or 6 CV's that look good on paper.

The problem then is that when the client actually meets these 5 or 6 people you can guarantee that at least 4 of them will have exaggerated their capability on their CV to get an interview and as a result, when the client has met them they put them straight in the bin.

So on average when you run an advertising campaign you'll get 1 or maybe 2 people that look good on their CV and can actually do the job. Unfortunately, if candidates are good and have responded to your ad, they will probably have responded to a whole range of other ads and on top of getting your offer they may well have 4 or 5 other offers to consider.

So the client is left crossing their fingers hoping the candidate takes their job over the competition. And if they don't what do they do then? Advertise then next week? Or the week after that? And when do they stop?

As well as that if a client advertises in any publication saying they are looking for staff with a specific technical skill, they are inadvertently also telling head hunters where they can find people with that particular skill for their clients. It might sound harsh but it's the way the market works and when you advertise with your name on it you stand to loose more people than you gain.

Search

Search recruitment is at the heart and of BC Recruitment It is what we are best at, and it accounts for 40% of our overall placements. Whether you are recruiting your new CEO or you want the best available Technology Manager, our proactive work ethic will provide the results you expect in the timeframe you need.

A typical process framework:

  1. Client profile creation
  2. Vacancy Specification
  3. Establish timescales
  4. Advertise
  5. Search through our online database
  6. Research & Name gather
  7. Initial approach
  8. Telephone Interview
  9. Assessment Day
  10. Recruitment Day