Case studies

Account Manager

£30,000 - £40,000

Manchester

ROLE DESCRIPTION

The Account Manager is a pivotal role within the internal sales team. As Account Manager you will ensure customer orders are actioned promptly from initial enquiry through to delivery and aftersales, ensuring a high level of customer service is maintained throughout the process. You will also support the external sales team.

Role and Responsibilities.

• Work from customer designs or concepts to calculate quotes and BOMs for production whether introduced by the external sales or direct contact from the client.
• Manage a portfolio of accounts.
• Query management.
• Maintain and expand relationships with existing clients.
• Complete all administrative work as required for own clients.
• Continually strengthen client and customer relationships by meeting and wherever possible exceeding customer expectations.
• Receive incoming leads and enquiries and share leads with the appropriate Account Manager.
• Cover and support other Account Managers where required.
• Process orders and deal with enquiries from the external sales team.
• Support the external sales team with any administrative requirements.
• Work with other departments to continually improve customer service levels.
• Attend meetings as needed/directed - internal and external. directed.
• Work with little supervision, ensuring self-motivation and ensuring focus on delivery.
• Complying with company policies.

Skills required (not all essential): -

• Previous experience in the same or similar industry and an understanding of fabrication methods and material processing would be useful.
• Used to working in a fast-paced environment with ability to multitask
• Amazing communication skills, both written and verbal.
• Articulate and able to liaise with all levels.
• A high level of client relationship skills - with a high level of customer ethics.
• Experience in working in a client focussed environment.
• To have a high degree of attention to detail and a desire for high quality output.
• A good understanding of technical drawings would be useful.
• Excellent time management.

SER Limited are a specialist Engineering Recruitment Agency based in Blackburn. Providing recruitment services across the UK and overseas. James is a specialist recruiter operating within the lighting sector, helping companies across the UK fill positions within lighting design, lighting sales and other technical and operational roles.

It’s all about how we can save YOU time and money in your recruitment process

Recruitment Agencies are much of a muchness? They all do the same thing… badly…

v  Sending loads of CVs for candidates who aren’t relevant

v  Sending CVs of candidates who aren’t even interested in the position

v  Arranging interviews for people who simply aren’t right

v  Poor communication

v  Don’t fill half of the requirements you give them

Do any of these strike a cord? .. Probably.. so how does a GOOD recruitment agency add value to your recruitment process and more importantly save you time and money?

Passive and new candidates

We reach out to new “passive” candidates all the time, we are continually building our candidate network even when you are not recruiting. This means that unlike online Job Board adverting and the associated databases where the same candidate CVs keep popping up, we are speaking to and building new connections so that when you are recruiting, fresh talent is able to view and consider your opportunity instantly.

Proactive in our nature

We work hard on your behalf proactively contacting candidates and marketing your opportunity to them. Our job is part sales and part marketeer. We take your vacancy and model it to grab attention and inspire people to respond. Good people are in demand, good recruiters ensure that your message stands out for the dozens of weekly approaches.

We only send relevant and interested candidates – (they all say that – but we do)

Here at SER Ltd we work with Clients and benchmark our service. If we send relevant CVs then we pay you for wasting your time !

This way you are only viewing and giving feedback on candidates that matter, a far better service to you and the candidates. We remember that if we speak to a candidate about a position with your company then we need to provide the level of customer services to them that you would expect. A bad candidate experience with SER, could mean that candidate has a bad candidate experience with you also.

Can we replace your internal recruiter?
If you don’t hire too much and the roles in the main are highly specialist could we save you the cost of an internal recruiter over a 12month period? Good recruiters are worth their weigh in gold in a candidate driven market. They let you know when good talent is potentially available, they let you know when someone is leaving a competitor, they market your business continually, they can let you know what your competitors are doing recruitment wise, salary wise. They can respond quickly to business changes and fill gaps in your workforce fast.

Save you Time

This is probably the main reason why agencies remain the main calling point for recruitment.

With connections and databases to hand built up over years and years of networking, advertising and direct approaching. Specialist recruiters in most cases offer the fastest solutions.

We also save time through:

v  Initial candidate screening and interviewing

v  Referencing and vetting candidates

v  Administration duties – Right to work checks, DBS checks, Driving Licence checks

v  We arrange interviews and bring together feedback

v  Broker salary requirements and offers of employment

v  Tackle handing in notices and important dealing with employer counter offers

Guarantee Period or Rebate Period

We put our money where our mouth is and offer a rebate period over the first 3 months. This means that if your chosen hire leaves within the first 12 weeks for whatever reason we will give you all or a percentage of the fee you paid back. Meaning we carry some of the risk. It’s in our best interest to find you only the most suitable candidate.

So above is a guide to what we can offer you and how we save you time and money in your recruitment process. They are also a few things that we do which ensure’s that we deliver:

We need to chat at the start – a fair bit really

It’s key that we really understand you and your recruitment plan. Not just the skills that you are looking for, but the person, motivators, culture and what their will need to be a success in your organisation. It can take up to an initial 30 minutes conversation for us to gain all the information. Obviously if we can meet at your offices then that’s even better as we can feel first hand what the culture and environment is like. Even the small things are important, such as how easy your offices are the find and what the car parking facilities are.

Pressure

We are Consultants and so like to consult but we will never put pressure on you to meet a candidate, like wise we never put pressure on a candidate to attend an interview. We do however highlight issues, if we feel they are being overlooked or a candidate holds a certain skill but has failed to outline that on their CV.

Throw some CVs at it!

Some vacancies will generate more CVs then others, but good recruiters are able to screen candidates effectively and ensure that you only see the very best applications. We never just fire CVs over to you and hope !

Feedback

Some feedback is good and some feedback is bad, we talk to you no matter what the feedback is.

For further information on how SER Limited can save you time and money in your recruitment process, please call our office on 01254 781300 or email info@serlimited.com

It’s all about how we can save YOU time and money in your recruitment process

Recruitment Agencies are much of a muchness? They all do the same thing… badly…

v  Sending loads of CVs for candidates who aren’t relevant

v  Sending CVs of candidates who aren’t even interested in the position

v  Arranging interviews for people who simply aren’t right

v  Poor communication

v  Don’t fill half of the requirements you give them

Do any of these strike a cord? .. Probably.. so how does a GOOD recruitment agency add value to your recruitment process and more importantly save you time and money?

Passive and new candidates

We reach out to new “passive” candidates all the time, we are continually building our candidate network even when you are not recruiting. This means that unlike online Job Board adverting and the associated databases where the same candidate CVs keep popping up, we are speaking to and building new connections so that when you are recruiting, fresh talent is able to view and consider your opportunity instantly.

Proactive in our nature

We work hard on your behalf proactively contacting candidates and marketing your opportunity to them. Our job is part sales and part marketeer. We take your vacancy and model it to grab attention and inspire people to respond. Good people are in demand, good recruiters ensure that your message stands out for the dozens of weekly approaches.

We only send relevant and interested candidates – (they all say that – but we do)

Here at SER Ltd we work with Clients and benchmark our service. If we send relevant CVs then we pay you for wasting your time !

This way you are only viewing and giving feedback on candidates that matter, a far better service to you and the candidates. We remember that if we speak to a candidate about a position with your company then we need to provide the level of customer services to them that you would expect. A bad candidate experience with SER, could mean that candidate has a bad candidate experience with you also.

Can we replace your internal recruiter?
If you don’t hire too much and the roles in the main are highly specialist could we save you the cost of an internal recruiter over a 12month period? Good recruiters are worth their weigh in gold in a candidate driven market. They let you know when good talent is potentially available, they let you know when someone is leaving a competitor, they market your business continually, they can let you know what your competitors are doing recruitment wise, salary wise. They can respond quickly to business changes and fill gaps in your workforce fast.

Save you Time

This is probably the main reason why agencies remain the main calling point for recruitment.

With connections and databases to hand built up over years and years of networking, advertising and direct approaching. Specialist recruiters in most cases offer the fastest solutions.

We also save time through:

v  Initial candidate screening and interviewing

v  Referencing and vetting candidates

v  Administration duties – Right to work checks, DBS checks, Driving Licence checks

v  We arrange interviews and bring together feedback

v  Broker salary requirements and offers of employment

v  Tackle handing in notices and important dealing with employer counter offers

Guarantee Period or Rebate Period

We put our money where our mouth is and offer a rebate period over the first 3 months. This means that if your chosen hire leaves within the first 12 weeks for whatever reason we will give you all or a percentage of the fee you paid back. Meaning we carry some of the risk. It’s in our best interest to find you only the most suitable candidate.

So above is a guide to what we can offer you and how we save you time and money in your recruitment process. They are also a few things that we do which ensure’s that we deliver:

We need to chat at the start – a fair bit really

It’s key that we really understand you and your recruitment plan. Not just the skills that you are looking for, but the person, motivators, culture and what their will need to be a success in your organisation. It can take up to an initial 30 minutes conversation for us to gain all the information. Obviously if we can meet at your offices then that’s even better as we can feel first hand what the culture and environment is like. Even the small things are important, such as how easy your offices are the find and what the car parking facilities are.

Pressure

We are Consultants and so like to consult but we will never put pressure on you to meet a candidate, like wise we never put pressure on a candidate to attend an interview. We do however highlight issues, if we feel they are being overlooked or a candidate holds a certain skill but has failed to outline that on their CV.

Throw some CVs at it!

Some vacancies will generate more CVs then others, but good recruiters are able to screen candidates effectively and ensure that you only see the very best applications. We never just fire CVs over to you and hope !

Feedback

Some feedback is good and some feedback is bad, we talk to you no matter what the feedback is.

For further information on how SER Limited can save you time and money in your recruitment process, please call our office on 01254 781300 or email info@serlimited.com

How a Engineering Recruitment Agency will work with you to find that prefect candidate

All recruitment agencies will tell you that they will find “that perfect candidate” for you, however only a few will go through a full search campaign. Job Boards and CV databases have made accessing candidates easier and many recruitment consultants are happy to rely on these two methods, meaning that by using these “lazy” recruitment consultants you as the employee could be missing out on the real superstars at are out there, what we at SER Limited refer to as passive candidates, those who are interested in hearing about new career opportunities but not at that stage to activity be applying for roles. It’s the skill for a good recruiter to build strong relationships with these “passive candidates” and present to them suitable opportunities as and when they appear.

At SER Limited our recruitment search process is one that covers every base. Of course, we use the Job Boards and CV databases, we would be mad not to, but that’s just a starting point as we search for that outstanding unicorn of a candidate.

Our recruitment search process includes:

Spending a significate amount of time with you understanding the job and the type of person that you are looking to employ.

Working with you to produce and outstanding Job Advert that sells the opportunity, then posting this advert across the UK job boards.

Searching CV databases for candidates that on paper appear suitable. This can be anything from 10 to 150 potential targets depending on the role, salary and location. Then it’s a case of calling, texting and email each and everyone to establish any interest. This process alone can take days of calling and chasing.

We then speak to our contacts within the industry, do remember that we are specialist engineering recruiters and each consultant only operates within their chosen sector. Therefore, they build up outstanding connections over time. There approach these people looking for referrals and recommendations.

Its then a case of using social media to highlight potential candidates who are doing a similar role within a competitor, and making contact with them, in order to proactively “sell and promote” your opportunity. Of course, this is done without disclosing company names.

If we are still looking thin on the ground for candidates, we will then target companies that we know will have similar people within the company and look to headhunt and gain further referrals when possible.

Once this process has been completed, any potentially suitable candidates will be reference checked and present to you for feedback.

Permanent recruitment can be a long-winded process, this is why we look to work with companies on an exclusive basis.

SER Limited are specialist recruiters to the engineering sectors – call us on 01254 781300 if you feel we can add value to your recruitment process.

ARCUS SOLUTIONS Ltd

SER Limited are really pleaed to continue our strong links with Arcus Ltd, the facilities management and building services engineering company. Attached is a copy of a recent case study that we compiled that outlines some of the recruitment work that SER Limited have completed for Arcus.

Some tough roles such as Refrigeration Engineers, Commerical Gas Engineers and Air Conditioning Engineers. All positions that through a more proactive approach we were about to source fantastic skilled canddiates.

As a specialist engineering recruitment agency we work closely with companies across the UK helping them fill air conditioning jobs, refrigeration jobs, fire and security jobs and general jobs within engineering environments.

Join SER Limited and train to become a fantastic, high achieving Recruitment Consultant

We are looking to recruit wonderful people to train, develop and course you so that you become a fantastic high achieving Recruitment Consultant.

We provide outstanding training and a development plan that as long as you put the effort in, will develop you into a six figure billing Recruitment Consultant.

The work of a recruitment consultant is tough, however the rewards in both job satisfaction and remuneration are outstanding. We are an engineering recruitment agency that has been established for over fifteen years. We work with the likes of Honeywell, Siemens and LG Plc to name three.

We provide our recruitment services across the UK and further afield when the requirement requires.

Do you have the following skills?

• Desire to be successful
• Great communication skills
• Organised
• Excellent telephone manner
• Outgoing personality
• Willingness to train and develop, and take on new skills
• A proactive nature

If you hold these skills then we need to speak to you about what we do here at SER Limited and what we can offer you in order to develop you into this fantastic Recruitment Consultant.

Our starting package includes:

• Very competitive basic salary
• Sector leading commission scheme
• 25 days paid holiday +banks
• Birthday paid day off
• Health Insurance
• Laptop
• Free Parking
• Work from home option on a hybrid basis
• Retail shopping discount card
• Loads of staff team events
• Relaxed working environment

This is your chance to join a team of 20+ people who are providing recruitment services to engineering companies across the UK. Our key sectors include:

• Air Conditioning Jobs
• Lighting Jobs
• Refrigeration jobs
• Fire and Security jobs

Do take a look through our website www.serlimted.com if you want more information or call Joe Reed on 01254 781300 / email joe@serlimited.com if you would like us to send you a copy of our Work for Us prospectus.

Let's paint the picture that you have nailed that interview. The company in question has been sold on you. They make you that offer that you wanted. It ticks all the boxes, well done.
Fast forward and you have just handed in your resignation, and low and behold they offer you more money to stay! Should you accept the money?

It's important to firstly understand why companies make counter offers.
The undelaying reason is that it is a 100% commercial decision. It will cost them less to give you a few more thousand then it will to advertise, recruitment, train and manage the drop in productivity. Its very rarely about you or your welfare or career.
If the job is a job and its just provides you with money that you need and want then take the counter offer. If you are a career person or take a longer view of working life then do consider the following:

Reasons not to take a counter offer

1. What kind of company are they if you have to threaten to leave before they pay you what you are worth?

2. Where is the money coming from to pay you the counter offer? Most companies work to strict budgets when it comes to salaries, it's probably your next five years salary increases...

3. Your loyalty is in question now; they are likely to start looking for your replacement on a lower salary.

4. When promotion comes around employers remember key things.

5. If tough times come along any cut downs could well be selected on loyalty first.

6. The reasons that you want to move will almost certainly reappear

7. 70% of people who resign then retract resignation leave anyway within six months.

8. People who accept counter offers often feel bought as opposed to rewarded for their work.

9. Once word gets out about a counter offer acceptance what will your co-workers think?

These are just some of the reasons why counter offers don't work. We see counter offers all the time, and in the vast majority of cases people who accept those counter offers are back looking at new opportunities within six months. The money only covers up the reasons why you are looking at new jobs, they will reappear.

Submit your CV and let us help you.

Tel: 01254781300

Web: www.serlimited.com

Your Career, Your Future,
Your Choice.

GREAT INTERVIEW QUESTIONS

The interview should be a two way process, so take the opportunity to ask questions. Ask great questions and make yourself stand out from the other candidates.

Question 1: Can you elaborate on the day-to-day responsibilities this job entails?

This is a good question to ask the hiring manager. The answer will be important for you to take into consideration as you determine whether or not this job is the right fit for you. You can follow this question on with something like:
Out of the three main day to day responsibilities that you have outlined, what percentage of time is spent doing each one?

Question 2: What are the characteristics of someone who would succeed in this role?

Ask this question to the hiring manager or others on the interview panel who you might work with if you accept the job. Their answers will quickly give you an idea of the qualities they hope to see in the person they hire.

Question 3: What's the most important thing I could do to be success in the first 60 days?

With this question, you're showcasing your desire and ability to contribute from day one. It's a good one to ask of the hiring manager.

Question 4: What are some of the challenges you've seen in this position?

During your interviews, you want to get a clear-eyed view of what this job is like — why it's hard and rewarding at the same time. Getting your interviewers' perspectives on potential hurdles will give you a holistic picture.

Question 5: If I were in this job, how would my performance be measured?

In your interview with the hiring manager, ask this question to get more specific about how you can succeed in this job. The answer to this question will be helpful to you even if you don't get the job — you may be able to use the insights they share to identify new areas of professional development.

Question 6: What does the career path for someone in this role look like?

Another one for the hiring manager. This question can signal your interest in growing at this company.

Question 7: What other functions or departments does this teamwork with most often?

This is an important question if the company you're interviewing with is a large or mid-sized business. Knowing how to collaborate will be a crucial part of your ability to do the job.

8. What would my first week at work look like?

9. How does this role contribute to your organization's success?

10. Can you tell me about the team I'd be working with?

Questions to ask about the company
In addition to those questions about the specific job, you can leverage the research you've done beforehand to ask questions that showcase your interest in the company and industry. Here are some examples:

Question 11: What do you like best about working here?

This question can be a casual way to engage your interviewer on a personal level while gaining valuable insights into their experience with the company. If appropriate, be sure to respond to their answer with examples of why you believe this type of environment is a great fit for your personality and working style.

Question 12: Who do you see as your biggest competitor and why?

This question can show that you have an interest in the bigger picture of the company and industry. It can also be an opportunity for you to share that you did research on the company by following up the interviewer's response with what you found when you looked into this before the interview.

Question 13: What challenges has this company faced in the last few years? What challenges do you anticipate in the coming years?

This is a great question if you're interviewing with managers or senior leadership. It shows your interest in the performance of the company and can give you insight into the pain points they experience. If applicable, you can follow up their response by any experience you bring to the table that can help with these pain points/challenges.

Question 14: What changes or innovations in the industry are you most excited about?

This question allows you to see how passionate the interviewer is about this company and industry. It also gives you the opportunity to follow up with what excited you the most about the industry during your research or through your past experience.

More questions to ask your interviewer about the company:

15. What is your company's biggest problem?

16. How frequently do employees make themselves available outside of business hours?

17. How are employees recognized for a job well done?

18. Do you have a mentor system in place?

Questions to ask about the culture
This is a great opportunity for you to learn if the company culture is in alignment with the type of culture you're seeking. You might consider researching the type of company culture you're most interested in beforehand.

Question 19: How would you describe the company culture?

This is a great, straightforward question to hear about how the interviewer would describe the company's culture. Interviewers will often speak to what they like most about the culture, so it's great to ask this question to multiple people throughout the interview process to get a holistic view of the culture.

Question 20: What are the most important values of your company?

Companies often have missions or values that drive the decisions, attitudes and goals of the company. Knowing and understanding these values can give you great insight into the type of culture that's set.

Question 21: What are examples of company events?

The answer to this question will give you insight into if the company promotes camaraderie amongst the employees and what type of events they celebrate.

Question 22: How would you describe the office environment?

You can better understand the culture of a company by knowing how employees would describe the office environment. For example, an open seating floor plan and couches/areas to congregate and hang out in promote a more casual atmosphere.

Submit your CV and let us help you.

Tel: 01254781300

Web: www.serlimited.com

Your Career, Your Future,
Your Choice.

HOW TO NAIL THAT INTERVIEW

Its key to remember that any interview should be a two-way process. You need to make sure that the company is right for you, as much as the company makes sure that you are right for them.

There are several things that you can do in order to give yourself the very best opportunity of getting that job offer and helping you to really understand the business and the opportunity so you can decide, "are they right for me?"

Understand the position
This may sound simple, however work with the recruitment consultant to really understand the role. Things like who are the main customers, where is the company heading in the next 2 or 3 years. What skills are a must for the role and out of the top three duties how much time will be spent on each one during the course of a month?

The Interview Process
Make sure you understand what the full interview process is. Are their skill tests involved? Do you need to complete psychrometric tests and most important of all, who are you meeting and what is their background? Use the social media platform Linkedin to "look up" the person interviewing you, where have they worked, what's their background?

Dress, Smoke and Drink!
Make sure you dress appropriately. Ideally business suit. Speak to the recruiter and ask them, ideally what is the client looking for appearance wise at this interview stage/
Remember if you smoke, don't smoke prior to the interview. Finally, don't drink the night before and certainly not on the day. You are not going to get that job order smelling of booze.

Preparation
At least look at and read the companies website. Understand who their main Clients are and their target business. How many branches, employees, turnover? Th more information you know about them the better you will be to handle questions, show your interest and most importantly make an informed decision as to if they are right for you.

Everyone Counts once you are there
Its important to impress everyone once you arrive. Build rapport with the receptionist, security, whoever you see as you just never know who they know and speak to within that business.

Important of Rapport
Before the formal questions start, try to build rapport with the interviewer. This starts in reception when you come to greet you. Use open questions to build rapport and lighten up the situation. Try questions such as:
Do you live locally?
What is the car parking like around here?
What is the traffic like in the morning?
How long have you been working here?
Where did you work previously?
Why did you join the company?

During the Interview *IMPORTANT*
Make sure you have some great questions to ask, and not the run of the mill, "what training do I get?" or "How much are you paying?", ask questions that will get the interviewers attention, try:

• Why did you join the business?
• What does the next 2 or 3 years look like for the business, business growth wise?
• How do you think I will fit into the business from a personal point of view?
• Why has the business been successful?
• What future contracts are in the pipeline?
• What type of people really succeed here.. attitude wise?
• What success stories have you got for the passed couple of years?

Close the Interview
Its important that you "close" the interview in a professional manner that highlights that you are keen to be considered, good examples are:

• "Thank you for your time today, just to let you know I have really enjoyed the interview, I feel like I could make a real impact in the business. I'm keen to progress to the next stage, how does that work?
• Do you have any reservations about me? – remember to handle any reservations there and then.
• Is there anything that I could have done better or anything that I have said that is of concern?

Notes
Make notes before the interview. Write down your questions. Doesn't be afraid to refer to your note pad to ask those questions. It shows that you are prepared and care.

Evidence
Take certificates, awards, references etc with you. You may don't need to show them but the more supporting evidence you have the better prepared you are in case they do ask.

Tel: 01254781300

Web: www.serlimited.com

Your Career, Your Future,
Your Choice.

It's all about how we can save YOU time and money in your recruitment process

• Recruitment Agencies are much of a muchness? They all do the same thing... badly...
• Sending loads of CVs for candidates who aren't relevant
• Sending CVs of candidates who aren't even interested in the position
• Arranging interviews for people who simply aren't right
• Poor communication
• Don't fill half of the requirements you give them

Do any of these strike a cord? .. Probably.. so how does a GOOD recruitment agency add value to your recruitment process and more importantly save you time and money?

Passive and new candidates
We reach out to new "passive" candidates all the time, we are continually building our candidate network even when you are not recruiting. This means that unlike online Job Board adverting and the associated databases where the same candidate CVs keep popping up, we are speaking to and building new connections so that when you are recruiting, fresh talent is able to view and consider your opportunity instantly.

Proactive in our nature
We work hard on your behalf proactively contacting candidates and marketing your opportunity to them. Our job is part sales and part marketeer. We take your vacancy and model it to grab attention and inspire people to respond. Good people are in demand, good recruiters ensure that your message stands out for the dozens of weekly approaches.

We only send relevant and interested candidates – (they all say that – but we do)
Here at SER Ltd we work with Clients and benchmark our service. If we send relevant CVs then we pay you for wasting your time !

This way you are only viewing and giving feedback on candidates that matter, a far better service to you and the candidates. We remember that if we speak to a candidate about a position with your company then we need to provide the level of customer services to them that you would expect. A bad candidate experience with SER, could mean that candidate has a bad candidate experience with you also.

Can we replace your internal recruiter?
If you don't hire too much and the roles in the main are highly specialist could we save you the cost of an internal recruiter over a 12month period? Good recruiters are worth their weigh in gold in a candidate driven market. They let you know when good talent is potentially available, they let you know when someone is leaving a competitor, they market your business continually, they can let you know what your competitors are doing recruitment wise, salary wise. They can respond quickly to business changes and fill gaps in your workforce fast.

Save you Time
This is probably the main reason why agencies remain the main calling point for recruitment.
With connections and databases to hand built up over years and years of networking, advertising and direct approaching. Specialist recruiters in most cases offer the fastest solutions.

We also save time through:

• Initial candidate screening and interviewing
• Referencing and vetting candidates
• Administration duties – Right to work checks, DBS checks, Driving Licence checks
• We arrange interviews and bring together feedback
• Broker salary requirements and offers of employment
• Tackle handing in notices and important dealing with employer counter offers

Guarantee Period or Rebate Period
We put our money where our mouth is and offer a rebate period over the first 3 months. This means that if your chosen hire leaves within the first 12 weeks for whatever reason we will give you all or a percentage of the fee you paid back. Meaning we carry some of the risk. It's in our best interest to find you only the most suitable candidate.

So above is a guide to what we can offer you and how we save you time and money in your recruitment process. They are also a few things that we do which ensure's that we deliver:

We need to chat at the start – a fair bit really
It's key that we really understand you and your recruitment plan. Not just the skills that you are looking for, but the person, motivators, culture and what their will need to be a success in your organisation. It can take up to an initial 30 minutes conversation for us to gain all the information. Obviously if we can meet at your offices then that's even better as we can feel first hand what the culture and environment is like. Even the small things are important, such as how easy your offices are the find and what the car parking facilities are.

Pressure
We are Consultants and so like to consult but we will never put pressure on you to meet a candidate, like wise we never put pressure on a candidate to attend an interview. We do however highlight issues, if we feel they are being overlooked or a candidate holds a certain skill but has failed to outline that on their CV.

Throw some CVs at it!
Some vacancies will generate more CVs then others, but good recruiters are able to screen candidates effectively and ensure that you only see the very best applications. We never just fire CVs over to you and hope !

Feedback
Some feedback is good and some feedback is bad, we talk to you no matter what the feedback is.

For further information on how SER Limited can save you time and money in your recruitment process, please call our office on 01254 781300 or email info@serlimited.com