Advertised Selection
Welcome to James Mc Erlean Search and Selection

More than 50% of the assignments handled by James Mc Erlean are advertised in the press - nationally, locally or in specialist publications. We recommend advertising when the 'market' for candidates is sufficiently broad and the role sufficiently attractive to justify the investment in advertising space. Sometimes advertising alone is used to attract candidates and sometimes it is combined with targeted executive search - see Combined Advertised Search.

After a thorough Briefing Meeting with our client, we combine our own substantial experience and market knowledge with expert input from our business partners in recruitment advertising to recommend the most cost effective media, to write attractive copy, and to handle the ad placement in the press - often in the form of a confidential advertisement and usually in our own, distinctive house style. Press advertising is often combined with Internet advertising - see Online Services.

We receive all the response to the advertisements, handle any telephone queries, and use our specially designed, well tried and tested back office systems to manage the communications process, ensuring that all candidates receive a prompt and appropriate response, whatever the outcome.

From there, we move into our full retained consultancy approach:

  • Preparing a Candidate Briefing Document comprising background on our client, full job description, candidate specification and benefits statement, which is used with candidates at the interview stage but which also forms the basis for agreeing the detailed brief with our client;
  • Receiving and sorting the response to the advertisements; inviting suitable candidates for interview and turning down/holding the others;
  • Conducting an in-depth, structured interview with each of the selected candidates in which they are assessed in detail against the key success criteria for the role, as set out in the brief;
  • Recommending a shortlist of the best candidates (and only those we believe are capable of doing the job);
  • Producing full reports on those you agree to meet, which will summarise their strengths but also highlight any areas for further investigation or where we believe there is still room for development;
  • Arranging the shortlist interviews; assisting the selection process, as necessary, through advice on structure for the shortlist interviews, for example, and attendance on the day, if required;
  • Briefing and de-briefing candidates before and after those meetings; assisting as required in the final selection process; supporting the negotiations with the preferred candidate whilst 'keeping warm' any reserves;
  • Generally doing whatever we can to ensure a successful outcome, including all candidate management and communication; providing regular feedback of progress throughout the assignment, either verbally or by e-mail;
  • And continuing with the process until we get a result or you tell us to stop.




 © 2003 James Mc Erlean