First Military Recruitment

04 The RSM Approach to First Military Recruitment Continued support post placement including 4 and 12 week touch points. Further review post probation completion. Full understanding of client’s requirement. Job description, business strategy, cultural fit, commercial challenges encompassing essential criteria and qualifications. Timeframe agreed for Resourcing and Selection phases. Job description discussed and refined. Our ‘RSM’ approach is an abbreviation to describe our Resourcing, Selection and Management approach to executive recruitment. ‘RSM’ is also an abbreviation for the appointment of the Regimental Sergeant Major in many Armed Forces. The RSM is the most senior non-commissioned officer and will have a significant number of years leadership experience, holding an executive responsibility for maintaining standards, discipline and a focussed approach to an effective output. Our ‘RSM’ approach to executive recruitment has exactly that same determination in mind. RESOURCING Comprehensive search of our network. Conduct market research. Wide, yet focused talent pooling. Use of all available avenues including current contacts and referrals. Role advertised on-line across all relevant targeted mediums including but not limited to role specific and generic job boards / specific social media networks. All applicants reviewed on key matching criteria. Weekly progress update directly to client. SELECTION Longlist candidates contacted for initial telephone interview, against technical, experience and cultural suitability. Candidate shortlist generated, followed by further suitability assessment (unsuitable candidates advised accordingly). Additional options to include Video Interview / Psychometric Evaluation. Shortlisted candidates interviewed face to face. Final shortlist prepared. Unsuitable candidates to be advised accordingly. MANAGEMENT Candidate CV submitted to client in agreed format with comprehensive consultancy notes. Candidates considered by client and selection called forward for interview. Candidates interviewed following client procedure and rejections advised according to feedback. Offers made - offers facilitated by FMR. Pre Employment dialogue including, where necessary, the provision of referee details to client.