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Recruitment Process


Every assignment and recruitment process begins with an initial face to face briefing to discuss exactly what you wish to achieve, your business environment, culture, values, priorities and any other issues which may affect the assignment. It is at this stage that our experienced consultants use their significant sector expertise to challenge your brief to ensure you have considered all of the critical factors.


Following initial briefing, a formal proposal and an Agreement to Commence document will be submitted. These will outline our understanding of your requirement, our suggested recruitment strategy and also the associated timescales and costs.

Assignment Specification

Once we have consulted with you and agreed upon the appropriate recruitment strategy, we will draw up a comprehensive assignment brief for your approval. This document will describe in detail the company, role, objectives and key challenges of the position together with a summary of the experience, competencies and qualifications the successful candidate must be capable of demonstrating. This document acts as the anchor point throughout the recruitment process and ensures all parties are working towards the same common goal.

Search Identification

Having defined your selection criteria our consultants and research team will utilise their specific sector knowledge to generate a target list of companies where they feel the correct candidates will be found. Once you have approved the list (you may have non solicitation or similar agreements in place) we will begin to identify the appropriate individuals, always mindful that job titles are no guarantee of competence!


Our consultants make confidential approaches to begin the engagement and selection process. We understand that it is imperative to correctly position the opportunity right from the start; this ensures we build trusting relationships with the candidates and can therefore act as confidants during the process.

Advertising Led Selection Draft Advert / Book Space

We liaise with you to develop eye catching and informative campaigns, ensuring confidentiality, or if it is a branded campaign, that the key messages are in line with your corporate branding. Given the volume of advertising we undertake we are often able to negotiate preferential rates which we will pass on to you.

Advertising can be highly effective where your brief is quite wide and can also contribute positively to your overall PR strategy.


We ensure that all candidates go through the same rigorous selection process to guarantee consistency of the final shortlist. Central to the selection process is a face to face competency interview, the framework of which is generated from the assignment brief, this is also presented to all candidates. Along with validating candidates’ identification, references, qualifications and visas (if required), we will also seek to gain informal external views to enhance our knowledge of their achievements and track record. If required we also have the ability to utilise a broad range of assessment tools to assess a variety of factors including personality and aptitude.


Our detailed feedback and assessment of each shortlisted candidate will allow you to effectively begin your internal recruitment process at a second interview stage. Every candidate presented as part of the final shortlist is exclusively yours and will not be represented by RMG with any other clients.

Supported by our groundbreaking technology


Once you have selected your preferred candidate our consultants are on hand to participate in any negotiations and also support the candidate through the resignation process. Unsuccessful candidates are promptly and constructively given feedback to ensure they leave the process with a positive experience.


Many recruitment organisations believe that once a candidate has accepted and joined the employer the process is complete. For us this is merely the beginning, we fully understand that the true value bought by talented individuals comes with time, we therefore remain engaged with both parties to ensure the initial objectives are achieved and that a long term trusted partnership is developed.



RMG consistently adds value to our business by delivering exceptional talent

Brent Hudson
CEO, Sagentia Plc

Recruitment of an IT/IS Manager ….

I had to recruit an IS Manager to become a clear leader of any IT project within my organisation. I thought of using a specialist IT recruitment company in order to screen the best IT specialists on the market. After some setbacks I became cynical of the whole process of IT recruitment and went back to RMG (who I use for my qualified Finance recruitment and wider disciplines). RMG has always listened to my company’s requirements and matched them as well as they can – and again they provided the right candidate for the IS Manager Role.

It’s been a challenging first 12 months, but the chosen candidate has managed to make an impact on our relations with the current IT service providers. The Manager has brought the right IT experience to the business which my company did not have before. He gives a clear view on which IT projects to take on, or not to take on, and has a large network of IT contacts. I am sure that with his drive and positive outlook we will manage to build a platform for growth using the latest technology which will assist our company to become a leader in its field. The Manager’s knowledge and background will not only improve the way we collaborate and communicate as a company, but it will also improve our end user customer experience.

I was very pleased with the screening that the RMG team performed to ensure that the selected candidates they offered were suitable for the position.  I would have no hesitation in recommending RMG also in a field of IT Management recruitment.

Finance Director International Company
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