Our Process

We are not prescriptive in the way we operate but we do believe very strongly in delivering according to standards that value both the client and the candidates.

We develop a strategic partnership with our clients and hope to create a unique level of mutual trust which allows us to represent them in the marketplace with confidence and accuracy.

Candidates are understood and evaluated both for their ability and for their ambitions. We believe in matching the right people to the right roles.

Our focus on both clients and candidates in equal measure is reflected at every stage of the recruitment process. We divide the process into four key steps, Understanding, Finding, Evaluating and Offering

1. Understanding

We take the time to understand our clients and their requirements in every possible detail. This is much more than a desk-top exercise.  Wherever possible we will visit sites and talk to team members. We work with our clients to refine, understand and thereby meet their objectives.

A full and detailed brief, including a client profile and a detailed job description is then compiled. This document helps to ensure that both we and the client share the same outlook and also to ensure that all candidates are fully and comprehensively briefed.

2. Finding

To find the candidates the classic methodologies are advertised selection and search (or ‘head-hunting.’)

We can use either approach and often use both in order to find not just the best people looking for a role but the best people for the role. Very often the highest performers will not be looking for other opportunities.

Successful advertised selection depends on using the right media for the talent group sought. We know how to identify this and we know how to write the copy that will get a response. The media available to us is extensive and includes the internet as readily as it does the printed page.

Search is no longer the province of a clever ‘black book’ of contacts. To be done well search depends on a deep analytical knowledge of a sector, a network that is trusted and trusting and the ability to analyse every possible avenue of enquiry in a timely and effective manner.

Using both approaches in varying proportions will often deliver the pool of candidates sought in the most effective and timely manner. These candidates will then be evaluated by Ardea.

3. Evaluating

A structured interview is conducted to test the ability and competence of the candidate.

And just as we need to understand our client so we also must understand the candidates. Their hopes, desires, fears and ambitions are crucial in evaluating not just whether the individual can do the job but also that they really want to do it. Their expectations and ambitions must be understood and respected. If they are not then the risk to both candidate and client is that the wrong person is placed.

Where appropriate and where consonant with the client’s values the evaluation process can include psychometric testing. This is conducted by an independent agency to ensure absolute objectivity.

The candidates most suitable for the role will then be submitted to the client for their process. We do not seek to influence this process but we will provide a detailed evaluation of each candidate, a verbatim copy of their CV (which is after all their ‘voice’) 

Ideally a shortlist for the client should be just that: short. Two or three candidates at the most are the ideal.

4. Offering

Offering a role is no guarantee that it will be filled. Ardea understand this and manage to ensure acceptance.

It is hugely important that the successful candidate feels and knows they are making the right move. When the role is offered the candidate should feel ready to accept. The terms must meet their expectations and the induction path must be clear.

A good candidate could well have several offers and managing the candidate and client expectations so that both have confidence in the decision is crucial. If all has gone well the enthusiasm of the candidate will have increased at every stage and a job offer will be the culmination of this.

For those who are not offered a role the quality of feedback and the value they brought to the process will not be neglected. They will receive a through de-brief and a detailed evaluation of the outcome.

In all cases Ardea will endeavour to maintain a relationship both for future assignments and because these are people we have got to know well.