Why we're different

Why we are different

We have sat on all sides of the table (recruiter, candidate, employer) and it never ceased to amaze us how little time people spend getting to know each other, instead just focusing on the candidate’s CV and skills required in the job description as they have a role to fill.

Candidate journey

As we carry out bespoke searches we work with passive candidates who weren’t necessarily looking for a career change, this means our clients receive the best fit overall for their business rather the closest match from who happens to be looking through job boards.

We believe finding the right match for your business is a 2-way process between company and candidates. Helping candidates to know the difference between a client’s employer and consumer brand plays a vital part in increasing retention and therefore the recruitment process is as much about candidates interviewing us as it is us interviewing them.

TO FIND OUT MORE, CLICK THE JOURNEY STEPS ON THE IMAGE

Behavioural profiling

Our profiling software produces a report based on candidate’s responses to behavioural questions.

Research shows these types of reports are a valuable measure of how people will behave in the workplace and include personal preferences, motives and behavioural tendencies.

The candidate's full profile is detailed on 8 scales with a focus on particular aspects and then aggregated to a more tailored format relating to what their preferences indicate in practise.

These profiles are best used as an aide when choosing who to meet and deciding what questions to ask rather than the only tool to use when making a hiring decision.

Orientation

When we initially approach a candidate we have done so after meticulous research, as such this stage of the journey is more to ally the candidate’s initial fears they are being ‘headhunted’ by an agency that prefers the quantity over quality approach.

This stage is to answer every question the candidate has without allying to our client’s name and to double check specific areas of our research.

“Give me six hours to chop down a tree and I will spend the first four sharpening the axe” Abraham Lincoln

Video interview

We use our software to allow our clients the chance to see how a prospective colleague would react in an interview environment and as such assess how this would reflect in the workplace. We create up to 7 ‘showstopper’ questions with our clients that candidates then answer in real-time to ensure no 2nd chances, just as in the work environment.

Candidates download our application via smartphone, tablet or PC and once recorded it is uploaded to our secure site where our clients are able to view at their leisure with multiple logins and note taking facilities. This software is incredibly useful if there are multiple stakeholders in the decision making team and they all would like a say in who is bought in for interview in the first place.

Submission consent

As mentioned at the start due to confidentiality we do not disclose who we are assessing until we actually submit. We therefore send all of the information in the entire journey to our candidates for them to read over before they are sent to our clients. We do this to be transparent and ensure no surprises down the road for everyone involved. Our candidates then sign off on the documents so agree to be submitted for one specific role only, not to be held on file and speculatively sent to other business in the hope they might have a role.

Clarification

Once we arrive here the candidate knows there is a real opportunity and they are dealing with professionals who represent a company that takes senior management recruitment seriously.

Motivation to change career should be more than just the salary on offer and this is where we start to get behind the words on the candidate’s CV to make sure no time is being wasted by anyone.

Fitability session

Due to the nature of the senior roles we search and place, there is a lot of information that is vital to the decision making process which can’t be gathered in one, two or even three interview sessions.

We help overcome this challenge by carrying out the first stage interview on on behalf of our clients. We ask a series of 13 questions designed to help our clients see behind the candidate’s CV and to help the candidate express their personality. We transcribe this entire session and this is added to our overall submission.

Yes, we do ask, ‘tell me about yourself’.

Personalised overview

We do not copy and paste a candidate’s CV onto our headed paper and call that personalised. We create a bespoke analysis based on all of the touch points we’ve had with the candidate and more importantly our candidates will write an overview of why they believe they are match for your specific role, rather than the usual text found on the top of most CVs. We also include previous work history, qualifications, training and the candidates current salary package and expectations for the role.

Working agreement

We ensure confidentiality at all times and our candidates sign a working agreement to ensure they do not disclose the client we are working with. It also states their details will not be submitted until they give written consent and confirms they are working with YOU search & select. Once this has been signed, the job description plus bespoke role and candidate profile is sent to them so they have every piece of information needed to decide whether to discuss further.

Integrity is a vital component of the search relationship and it’s essential our candidates know they are dealing with professionals that will not disclose anything that could jeopardise their current situation.

“It takes 20 years to build a reputation and five minutes to ruin it” Warren Buffett

Interview preperation

Once you have decided who you would like to interview from our submissions, we take the time to prepare our candidates based on who they will meet and be interviewed by. We do this as part of our 2-way interview thought process as it’s just as important for a candidate to know what the personalities of their future colleague are like as it is for a client.

Candidate journey

As we carry out bespoke searches we work with passive candidates who weren’t necessarily looking for a career change, this means our clients receive the best fit overall for their business rather the closest match from who happens to be looking through job boards.

We believe finding the right match for your business is a 2-way process between company and candidates. Helping candidates to know the difference between a client’s employer and consumer brand plays a vital part in increasing retention and therefore the recruitment process is as much about candidates interviewing us as it is us interviewing them.

Doing things differently...

We believe it would be beneficial for everyone concerned if we got to know the person behind the CV before we met them or started working with them.  So, YOU search & select was born, with the aim of doing things slightly differently.

We match people with people as well as CVs to JDs and understand our role is an introductory service for people’s careers. This is very important to us and by focusing on quality not quantity we ensure all parties know they’re not just words on a piece of paper but a valued part of our company’s success.

Fitability®

We take the time to carry out a detailed analysis of our candidate’s leadership and personality traits as well as provide a video file of a candidate’s interview so clients have as much information at their disposal from the outset. As a specialist boutique agency we only work with clients that embrace the idea of Fitability® ensuring our candidates know they’re in the right hands.

100% Rebate

We are so confident in our proposal that we offer a 100% rebate for the first 3 months after placement, we can do this as we have met all our candidates face to face and taken the time to get to know them before we submit so we don’t waste anybody’s time. When our candidates accept a placement they do so with their eyes open as they know they’ve been matched as well as placed.