Methodology & expert panels

When Carney Jones Ltd begins an assignment we follow a basic methodology and principles that have shown success time and again. A synopsis of the stages in the recruitment process follows.

Communication Dialogue between Carney Jones and the client is paramount. We aim to fully understand organisational structure, culture, strategic objectives, strengths and weaknesses.

Assignment background Does the position exist because of growth, acquisition or merger? Is there a turnaround required, a temporary skills gap to be filled or a permanent employee required?

Job specification Through close consultation with our clients we develop detailed specifications to ensure only appropriate candidates are identified in terms of technical expertise and cultural fit.

Search We use a variety of tools to assist in the candidate search. We perform an initial database search of pre-selected candidates. This works in conjunction with referrals which allow us to source ‘hidden’ candidates. Additionally we have access to on-line databases so we can repeat the referral process and therefore additional ‘hidden’ candidates. There are also traditional methods such as advertising, utilising local, national, and specialist publications as well as Internet resources. Where speed is of the essence assignments are passed through a selection of 2nd tier recruitment suppliers, some specialising in niche markets, others working in broader market areas, authority to do so having been agreed by the client in advance.

Assessment This involves initial in-depth ‘screening’ interviews to determine candidates' technical expertise and cultural match. This process is then refined by further consultation with the client and further interviews targeting specific areas of the candidates’ career in relation to the job specification. If required we take advice from one or more consultants on our specialist panels.

References Appropriate employers are contacted for a formal reference and discussion of the candidates’ suitability for the position. The reference is bespoke, designed around a client’s individual job specification. This gives us the opportunity to validate the candidates’ experience and achievements.

Shortlist Once the candidates have been interviewed and the final shortlist is submitted to the client, interview dates are agreed. At this point we have the opportunity to negotiate and resolve remuneration and any other issues that may arise, for example whether psychometric profiles are required.

Expert panels
With such a diverse range of engineering disciplines across a multitude of commercial sectors it is inevitable that we will not always have the technical understanding or the insight into specialist fields of engineering to effectively recruit for a client. To combat this we have built up a comprehensive list of specialist consultants, all having worked at the top of their chosen discipline. Individuals range from technical experts in a particular field of engineering to accomplished interims; consultants; directors and project managers. All consultants offer their advice and will assist with the interviewing and screening process if required.

To see panelist profiles click here.

Psychometric profiling
We have the facilities to conduct psychometric profiling to assist at final stages of the interview process. Tools we use are mainly 16PF, but also TKI and FiroB when applicable. We use an independent organisation or specialist consultants to conduct questionnaires.

For further information on profiling click here.