Getting the right person for the right role can be a tough task but Square Peg HR has the experience and expertise to help. Whether you’re recruiting for one, or one hundred, we can assist with your advertising campaign strategy, shortlisting, interview/assessment process, candidate feedback and job offer.
We have extensive experience of designing and delivering recruitment campaigns at all levels from executive board to graduate assessment centres. Square Peg HR also offers career management and outplacement services to support those who may be facing redundancy or internal relocation due to organisational restructuring – this encompasses assistance with CVs, letter writing up-skilling, interview training and job-hunting techniques.
Your dedicated Square Peg consultant will be familiar with the type of candidate you’re looking for and can help with sourcing, advertising and short-listing. We can advise on the most appropriate place to find your ideal candidate, be it LinkedIn, or an industry related website. We can also help to create and place your advert, as well as handle responses.
Effective short-listing can save you time and money in the long run – let someone else do the hard work for you. It goes without saying that you’ll want to interview for your own vacancy but having a Square Peg expert on your panel who will remain objective and help lead you through what you can (and can’t) ask can be extremely beneficial.
An assessment centre isn’t a location….it’s a method for assessing aptitude and performance, focusing on a set of varied exercises designed to simulate different aspects of the working environment. Assessment centres are often used when you need to recruit in high volumes (for example a graduate trainee programme) or if you are looking for candidates with very specific skills.
Square Peg HR will always design a bespoke assessment centre process following a specific needs analysis with our client – the assessment process can be aligned to the organisation’s values and competency frameworks, and we can advise on the range and type of exercise to use. An assessment centre usually lasts for a half or full day, depending on the job role and the number of candidates.
We often suggest using psychometric tests and/or behavioural assessments as part of the selection process. Psychometrics can help you identify the right person for the job. These assessments provide an independent measure of a person’s competencies, abilities, personality and motivations. You’re able to build a full picture of your candidate and their suitability for the role and your organisation, in an impartial manner. Choosing the right assessment for your vacancy can be confusing! There are many different types – ability tests, personality questionnaires, situational judgement tests, motivation and values-based assessment…the list goes on.
Square Peg HR is an official partner of Korn Ferry Hay Group and as such, recommend the use of Talent Q’s online assessment products. However, our consultants are trained in a range of products and we’ll always recommend what is most appropriate for your organisational requirements
Our clients often ask for support when it comes to recruiting new Board Members and Trustees. Not only do we know the sector well, we are Board Members ourselves and therefore fully understand the responsibilities and commitment that is required to ensure the good governance and management of a charity. We can manage your vacancy from start to finish, or support with interviews to ensure you have an appropriate blend of skill and expertise represented on your Board.
Redundancy can be extremely traumatic. At Square Peg HR, our experienced and qualified consultants can reduce the negative effects of redundancy by sensitively counselling not only those employees being made redundant, but those left behind. We offer a range of outplacement services including selection for redundancy, job matching, group ‘career ready’ workshops, CV and interview preparation and 1-2-1 counselling.
Redundancy may not be the only reason for career management; you may be planning an internal re-structure, looking to merge with another organisation or acquiring new businesses.
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Thank you for your help and support in steering us through what could have been a very tricky HR situation as well as minimising the disruption such an event could have had on the organisation. The complexities and possible errors that could have occurred during this time were all avoided. The way you worked with us was professional and of a high standard.
On behalf of the Board I would like to thank you for the commitment you showed to us and for your sound advice.Alex Condie MBE