SEC Brochure

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    09-Aug-2015

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<ol><li> 1. Refreshingly Different Recruitment </li><li> 2. Whether its working with pharmaceutical, CRO and biotech organisations covering Clinical Research, Regulatory Affairs, Biometrics, Pharmacovigilance, and Medical Affairs; supporting blue-chip ERP/CRM businesses to source staff skilled in Oracle E-Business Suite, SAP, JDE World/One World and Siebel; or matching high calibre professionals with roles in Database Marketing, Customer Insight, Web Analytics or Credit Risk Analysis, SEC can assist wherever you are looking to hire or work throughout the UK and Europe. Established in 1987, SEC has grown to become an innovative and award-winning provider of recruitment and talent acquisition services, concentrating on specific, candidate scarce markets. From our offices in London and Woking we now have a team of over 60 highly skilled people, who are passionate about recruitment. Our consultants are focused, tenacious and willing to go the extra mile to ensure we find the right person or new role for you. With old-fashioned values and an incredibly strong work ethic, we strive to provide an unmatched level of satisfaction for all our customers. SEC are a wholly owned subsidiary of RDL Corporation, a UK based group of recruitment businesses providing high quality, specialist recruitment and resourcing services to a wide range of customers throughout Europe. RDL has annual sales revenues in excess of 20 million. Quality We pride ourselves on our culture of providing an exceptional level of service in all our customer interactions. To show our commitment to this, we are members of The Association of Professional Staffing Companies (APSCo), the Institute of Recruiters (IOR) and the Recruitment &amp; Employment Confederation (REC). You benefit by knowing we have a recognised stamp of quality assurance, adhere to a strict code of conduct and offer only the very highest possible standards of recruitment practice. In keeping with our focus of continuous improvement, SEC is ISO 9001 accredited, an internationally recognised standard for quality management. Maintaining our accreditation guarantees we have proven processes in place to ensure we meet and strive to exceed all customer requirements. Unique. Innovative. Award-winning. Welcome to SEC a refreshingly different type of recruiter. Award Winning The delivery of high quality customer care really is of paramount importance to us and we are extremely proud that this has been formally recognised by winning numerous industry awards and accolades. 1 </li><li> 3. Sectors We dont claim to be experts in every sector but we can claim excellence in those that we specialise in. These are: Technology and Analytics SEC specialises in recruitment for a variety of skill sets within the wider Technology and Analytics marketplace, including: ERP (SAP) ERP (JDEdwards) Infrastructure Development Market Research Customer Insight Data Mining Credit Risk Data Analysis / Data Modelling Data Warehousing Pharma SEC Pharma was developed to focus on the Pharmaceutical, Biotech, Medical Device, CRO and Healthcare Consultancy industries and we specialise in recruiting right across the vast spectrum of roles and skills within the following disciplines: Clinical Data Management Clinical Research Medical Affairs Quality Assurance Regulatory Affairs Statistics &amp; Programming Pharmacovigilance Pharma / Clinical IT Sales &amp; Marketing Countries SEC are almost unique within our chosen industries, as our team consists of European, multi-lingual and highly experienced consultants who know their markets extremely well. Each has a focus on a particular skill set and specific geography, depending on their technical knowledge, cultural awareness, industry background and language skills. With this unrivalled combination, SEC pro-actively match niche professionals with hard-to-fill positions. By familiarising ourselves with individual candidate skill sets and personalities, as well as our clients specific business requirements and cultures, we guarantee we can match jobseekers with client roles ensuring both organisation and individual can work to their full potential, wherever they are located. We have successfully recruited in: France Germany Switzerland United Kingdom Spain Italy Belgium Holland Norway Denmark Sweden Ireland Czech Republic Portugal Croatia Luxemburg Austria Serbia Poland 2 </li><li> 4. Our Services The Detail A Partnership Approach The majority of day-to-day contact with candidates and clients is by phone and email, with quarterly client review meetings being face to face. We are very flexible and work the way you want us to, however to ensure we can deliver the best possible service and continue to offer you the most competitively priced recruitment services, we do ask for the following from our clients: A detailed and comprehensive brief on the role and candidate requirements. Ideally via a conference call with the relevant line manager and HR. Specific feedback on CVs submitted, so that we may improve our search criteria if required, and provide candidates with constructive feedback. Post interview feedback, so that we may better understand your requirements, improve our search brief if required and provide candidates with constructive feedback. Having proven ourselves as valuable and high quality suppliers, for you and your colleagues to see us and work with us as true partners. Client Services Our aim is quite simple to find you the best people for your business and make the process of selecting and hiring them as easy as possible. We can do this in a variety of ways: Search our own extensive database of pre-evaluated professionals. Manage complete recruitment campaigns from agreement of criteria, remuneration and targeting to campaign creation and personal approaches to nominated individuals. Proactively search for individuals to match unusual, specific or demanding requirement briefs. Arrange open days to present a large pool of pre-screened professionals. Research benefit packages, salaries, competitors, skills availability, media and overall market trends. Offer working interviews for a no risk solution to immediate skills shortages. And last, but not least, our truly consultative and advisory service for candidates encourages many top professionals to look to us for ongoing assistance with their careers, keeping us in regular contact with the people you could be looking for. Our services include Permanent, Interim and Contract Recruitment, Managed Recruitment Campaigns, Managed Advertising as well as Search and Selection when required. In addition our consultants fully understand the challenges facing the industry, emerging technologies and software as well as an awareness of what some of the future trends may be, ensuring we are well placed to also assist you with planning and forecasting. The benefits of choosing SEC as your recruitment partner: Gain access to the best candidate attraction and recruitment processes to suit your business. Guaranteed proactive sourcing and selection of the industries best talent. Increase your ability to secure this talent, ahead of the competition. Reduce your time to recruit as well as the direct and indirect costs of hire. 3 </li><li> 5. Candidate Acquisition Every recruitment assignment is different and we aim to look at every one as a unique project in order to best create the most effective solution for your business. For contract recruitment we of course rely more on our existing pool of pre-referenced contractors and established networks for candidate acquisition as often these roles are urgent hires. However it is often the case that the contract roles we work to fill are for niche skills and we continue to search for fresh talent, via networking and headhunting type approaches. For permanent recruitment we always emphasise proactive candidate acquisition methods and this intensifies according to the seniority and scarcity of the talent we are searching for. Our core methods are summarised below: Networking / Referrals Within the high demand, candidate scarce markets that we specialise in, proactive sourcing is essential to access the best talent. Through constant ongoing interaction with our registered professionals we build strong mutually beneficial relationships that regularly result in identifying new talent. With this active approach we offer existing candidates incentives to assist us with our search, much like the employee referral programmes used by many blue-chip companies. As part of our networking focus, SEC is a regular attendee at all of the major European industry conferences. Proactive Search (Headhunting) Closely related to our networking is our pro-active sourcing for candidate scarce assignments. Our consultants regularly make discreet approaches to industry individuals who are not actively looking for new opportunities. We seek to build a real understanding of their career aspirations and also market the opportunities our clients can offer them. By using the traditional headhunting method in our contingency business, as well as our retained assignments, we can offer you a service that not every agency can, or more importantly will, provide. We confidently place ourselves in direct competition with retained agencies as we believe we have the networks and experience to deliver on Director or VP level positions, often at a significantly lower cost than traditional headhunting firms. Database Search At any given time we have a shortlist of candidates who have been telephone screened and who are currently being marketed to existing clients, or who are waiting to be short-listed for new assignments. This shortlist is continuously updated so is always current and is our first focus in sourcing talent. We operate a policy of ensuring that every one of our active candidates is contacted at least once per month although generally contact is more frequent. By data mining our own bespoke database, targeted advertising or proactive sourcing we have immediate access to pools of high calibre professionals, allowing us to respond quickly to your resourcing requirements. Advertising We use a variety of sector specific printed and online advertising to promote current roles as well as to raise awareness of SECs candidate services, ensuring we attract regular enquiries from industry professionals. Our company website has recently been completely redesigned with significantly improved functionality, making it a powerful tool for both vacancy marketing and candidate generation. Recommendations By far our favourite method of sourcing candidates is recommendations where existing candidates, who have already registered with SEC, refer a friend or colleague to us. This is a testament to the emphasis we place on building relationships, with candidates specifically, and indeed to our business as a whole. 4 </li><li> 6. In addition we ask detailed questions to ascertain a candidates motivations for moving, their long-term aspirations and their salary expectations. We feel this produces improved efficiency in the recruitment process and reduces any negotiation time regarding salary at offer stage. Qualification and Reference Checks We request copies of educational achievements before we submit candidate details to an organisation, however, we do not send copies of these unless specifically requested. Sometimes it is not always possible for candidates to provide educational certificates in a short timeframe and in this case we request that copies are supplied as soon as possible. We ask every candidate that registers with us for two work references and we take these at the earliest opportunity. Unfortunately it is often the case that candidates do not authorise us to contact their referees until they have received an offer of employment. For contractors that have already worked for our clients we are able to provide both formal and informal references. Documentation Checks SEC conducts checks on references, education and identification for all candidates. This is done following first interview and at a minimum at the point of offer acceptance. We do not as standard check police records, internet or professional association memberships. We do require all candidates to provide us with a copy of their passport, national ID card or working visa at the point at which they accept a position. If we have any concerns over eligibility for candidates to work in a particular country we request these documents prior to registering them on our database or submitting their CV to a client. Selection Process When selecting CVs to match positions, our consultants use the appropriate sourcing methods to obtain a long- list, the definition of which is that CVs on this reach the basic requirements for the role. Every candidate on this list is screened against the essential and desired requirements, availability, interest level and salary expectations. Emphasis is placed on ensuring that the candidate matches the brief and every one selected for submission is considered to be capable of securing an interview for the role. For challenging searches where the number of candidates available is relatively small, we operate a drip-feed approach to candidate submission, submitting them as and when they are qualified as suitable and interested, within the agreed recruitment timelines. We further refine our selection process using the feedback received from earlier submissions. Candidate Screening and Submission SEC believes that the best way to measure the suitability of a candidate is an assessment of their core competencies, in line with both the technical requirements of a job and the cultural values of our client organisations. Our competency assessment framework will produce a shortlist of best fit candidates for interview and generally create a more efficient and effective recruitment process. We are committed to meeting with all candidates where reasonably possible during the recruitment process. However, due to the pan-European geographical spread of our recruitment campaigns it is not always practical for them to visit us for a face-to-face interview, therefore we conduct thorough telephone screening procedures for all candidates. Telephone Interview SEC conducts a comprehensive biographical and competency telephone screen with every candidate before registering them on our database or submitting their details to our clients. As well as those areas detailed already we have a structured process to interview for skill set specific competencies and general soft skills. Technical Competencies We follow a telephone screening framework for each skill set, which uses competency based questions to assess the breadth and depth of experience within each one. We focus on the key competencies required in each role, based on information provided by our clients at the start of the campaign. Soft Skills Interview Within our screening framework we also conduct a soft skills assessment. Based on the responses and the o...</li></ol>

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