SHORT CALL RECRUITMENT
Outsource roles to be filled on a time-spent basis only – our optimum and best value product…..
Reputation management has never been more critical in these days of over active social media users. Short Call can manage your job ad responses, to ensure that everyone gets a response regardless and that your future potential customers will view your brand in a positive light.
For companies that wish to utilise multiple channels for their recruitment needs, we offer traditional contingency recruitment, with fees starting at 10% of salary, dependent on scope/complexity of role and likely future anticipated volumes
Outsource part, or the entirety of your recruiting activity for one monthly fee, with no additional charges whatsoever, so you exactly what your budgeted recruitment spend is each month!
OUR STORY - WHY SHORT CALL?
Amanda Gribbon, Principal of Short Call has over 20 years' recruitment experience mainly in large multi-national organisations. After dealing with various recruitment providers down the years, she wondered why the pricing structure of typical recruitment agencies was a fairly rigid % of salary and sometimes didn't reflect the effort that may have gone into securing the successful candidate.
Recently I have had feedback from 2 separate clients about 2 candidates that didn’t get any further than first stage interview. This was of course 90% due to their performance in the actual interview situation, but one of the more standout comments fed back, was that on both occasions, both candidates failed to engage with[…]
This is the follow-on to a post I wrote here in February, about the folly of companies who are hiring and treating job candidates (also potential customers and advocates of their brands) with disdain and utter contempt in some cases! This is a companion piece, but this time putting the spotlight on how candidates can[…]
After reading (at a conservative estimate) 10-15 CVs per working day over a 20 year period, it’s safe to say, I have seen some excellent ones and some not so good ones. Sadly the poor ones outweigh the stand-out ones, which after all – job hunting is challenging enough, without having a fit for purpose[…]
Picture the scene – you are frantically sending out multiple job applications per day, crafting a cover note for each, tweaking your CV to highlight your pertinent experience relevant to the job you are applying for – and you get nothing back, if you are very “lucky” – an auto-response, acknowledging your application. As a[…]
Interviews – I don’t think there are many people that wholeheartedly embrace interviews, even those that purport to love them, I think that’s either a foolhardy or slightly off-key attitude! Even those that are practiced interviewers, will admit that they aren’t really a fan of them, if they’re very honest! So – you have the[…]
When going through a job application process, it’s easy to think that as long as you send your bespoke CV, with bespoke covering letter, for the positions that you believe you are amply experienced and qualified, that’s all that matters! You would think so, but from the moment you get the first positive overture from[…]
Much has been said about the death of the CV, that we are moving towards vlogging, podcasts or such mediums to advertise our wares! I think we are a long way from that stage! The amount of CVs that I see on a weekly basis, that are simply not fit for purpose staggers me. There[…]
Most people view recruiters as a necessary evil! They have in the past, gained as bad a rap as being an Estate Agent, in the times of economic booms! No doubt there are a lot of bad operators out there and I am not going to dwell on typical failings in this blog, but suggest[…]
I know from previous experience, if I have been out of work there is a huge tendency to apply for any job that looks remotely suitable, mainly out of sheer panic! The order of the day is usually something like this: 1) Put the kettle on 2) Check the over night responses from previous jobs[…]
Yes, yes & yes! Obviously there are going to be challenges in reaching the right person, as these days it is rarely clear who the actual recruiter or hiring manager is, from an on-line job ad. However, follow these steps if the recruiter or point of contact isn’t named: 1) Check out the company on[…]