Chase – Evans offers five main methods of recruitment.

Contingent Recruitment

In summary, “No Placement – No fee”. Perhaps the greatest test of any recruitment company.

In general these roles are the lower salary bands. We focus on temporary, contract and permanent positions. This method uses our extensive electronic database in addition to our other forms of candidate records to match your unique role requirements and business culture to that of the ideal candidate. We rely on jobseekers registering directly with us, or replying to one of our many local and national advertisements. New clients will use the services of one or more recruitment agencies to start. However we find that the majority of our existing clients give us their roles on a preferred supplier basis, because of the level of service we continually provide. We meet all candidates to find the best talent in the market available at that time.

Retained Search

We find the best candidates for a position, whether or not they are looking to move. Otherwise known as “head-hunting”.

Retained search is typically used for senior-level jobs. In the whole there is a smaller pool of appropriate high caliber candidates who can be identified and targeted. Many of our existing clients opt to use the retained search process so that we can offer them highly skilled candidates with proven track records. Chase-Evans prepares a detailed market analysis of appropriate talent and strategically targets individuals. Having identified a shortlist of potential candidates Chase-Evans undergoes a screening process, checking references, qualifications and availability for example. If the candidate is open to an offer, then an intensive evaluation process begins. We conduct interviews and make assessments by evaluating past performance in similar work environments. The future potentiality of the candidate is also evaluated, as well as the compatibility of the employee and employer. Only when all the retained search evaluations and assessments have been made will the employer be contacted with potential candidates. The employer will usually be given three or four candidates for consideration. If the process if successful, then follow up procedures will be used to evaluate the progress of the candidate. The retained search is a highly intensive recruiting tool. It saves time for both the employer and the candidate. Chase-Evans only accepts a limited number of assignments in order to give each one full consideration.

Advertised selection

 We take the entire recruitment process away from you, so that you can do what you do best.

Advertised Selection is where Chase-Evans is retained by a client to advertise in the national, regional or trade press to find candidates for a particular role. This approach relies on individuals being active in the job market and reviewing the newspapers or trade publications to find positions that may be of interest to them. We then review all of the letters and CVs received, interview the most relevant candidates and present a shortlist of individuals to the client who are suitable for, and interested in, the role. Advertised selection is most frequently used for hiring into middle-management positions. It can also be used for more senior roles for which the ideal candidate might be selected from a range of positions, and therefore difficult to target through search.

Candidate Driven

Recruiting the other way round. We start with the candidate.

In some cases a highly desirable candidate comes to the market looking for a new role. Highly skilled staff with a proven track record will be confidant there is a right role out there for them. The candidate chooses to allow Chase-Evans to handle their job search on their behalf. Historically candidates that are handled in the correct and professional manner elect to use the same recruitment agency for each time they change jobs. The number of candidates that choose to continue working with us stands testament to the level of service we provide.

Preferred Supplier List

Where a client chooses to use only one (or a select handful) of recruitment agencies, and no others.

Where a company has a continued need for staff, they turn to recruitment agencies that they know can deliver. The client needs to be confident that when they have a vacancy, it is filled. PSL status is gained on reputation. Where Chase-Evans continues to exceed a clients expectations, why would they look anywhere else for their recruitment needs? The benefit to the client is not only a reduced fee but also a proven two-way relationship that allows both parties the ability to know each other inside and out. Chase-Evans has several PSL clients. Each one uses our recruitment process as their interview stage, leaving only a final interview before offer, demonstrating the high level of screening we offer each client.