Jones Beckett Associates IT Recruitment

Every recruiter that joins JBA has to undergo 13 weeks intensive training before we will allow them to recruit. The majority of this time is spent on creating an understanding of JBA’s values and our working approach to both our clients and candidates.

At JBA we have what is referred too as a candidate’s charter; this involves a basic set of guideline on how we operate with candidates and how we can deliver to them the service that they expect. There is not enough room on this web page to cover the entire 13 week training programme but here are a few salient points that each recruiter has to adhere too at JBA.

1. All candidates must be profiled professionally – in that we understand your current employment situation, skill set, financial requirements, ideal prospective employer, career position, future career aspirations.
2. All candidates must have received a phone call from a senior recruiter within 2 hours of sending in their CV for the full debrief to take place.
3. All candidates will be given full disclosure on all clients we feel may be of interest to them. In that we inform you of all businesses we wish to submit your Cv too and what package/ salary/ rate they will furnish for you services. This number is always disclosed at the beginning – never negotiated at the end of the recruitment process. One of JBA’s proudest KPI’s is that we have a 94% closure rate on offer to acceptance ratios. This simply means that we meet our candidates' expectations fully and consistently.
4. If you call into the office looking for an update upon any application of employment you have made or just a quick catch up with your recruiter we aim that all calls will be taken at this stage– we never voice mail candidates. And if you can’t speak to your recruiter or a colleague that can help – you will be called back in the hour. We have found that this single point is probably a candidate’s greatest issue with any recruitment service – maintaining these lines of communication is central to the way in which we approach our recruitment at JBA.

Click the clients or contingency titles to find out more about JBA.

Other core values that are worth a mention in a précis form on this site or those we strive to maintain with our clients.

All recruiters at JBA are trained to develop an account manager approach from the first day that they start with us. We do not view ourselves as sales people or telesales executives. Our ethos at JBA is to create a brokerage service that allows all clients (be they a fortune 500 global giant or a local start-up software house) to budget their recruitment resources accurately when they work with JBA: below are a few salient points that forms the service level agreement we put in place with every client.

1. We will pre-agree terms of business and all fees will be openly discussed and documented.
2. You will have the option of a single point of contact account manager. This person will be a highly experienced recruiter, not a pure administrator. They will therefore be able to make instant decisions and be able too react to any issue you may have with intelligence and full accountability.
3. We aim to meet every client and understand their role and environment to the best of our ability. Upon request we state that we will meet with any client within 24 hours in the UK and 48 hours in main land Europe.
4. We will never send more than a pre-agreed amount of CVs to a single role; usually this is between 3 and 5 fully profiled and recruitable candidates.

Again the list of our full SLA is too vast to document on this web site; but the above hopefully will give you an insight into our approach and core values – which we feel will help you trust and appreciate that the values you require a business partner to have are shared and reflected in the commercial relationship you will have as a client of JBA.

Finally we have internal Values within JBA. Values that Nick and Fran have installed throughout the whole company from its inception; and values we demand that our employees understand and respect.

1. Recruitment is a fast paced market to operate in and can cause stress. We never let the situation damage the respect and professional courtesy we show to each other in JBA. Everybody will maintain a level of courtesy and professionalism within our working environment.
2. We will work hard to maintain our present targets and surpass our future goals as an individual, team and business.
3. We will work hard, but play hard. JBA is a social company and we enjoy each others company. Therefore we will partake in company lead activities such as sporting events, social events, trips away or team building exercises.
4. Everybody in the business will continue to show entrepreneurial flare and drive, no matter their seniority or experience in the business. We are an ideas business – and each employee of JBA is aware that it is their responsibility to maintain this process and add to the company’s growth.

Click the contingency title to find out more about JBA.

An instant approach. The contingency recruitment solution is the one most widely used within the IT market place. It can be quick, dynamic and highly effective if approached in the correct manner.

At JBA we view each client/ candidate individually. We will assign an Account Manager (sole point of contact) who will gather intelligence and understanding for each requirement. This will either be via a telephone de-brief or a face-to-face meeting, dependent on the clients wishes. These requirements will then be farmed to recruitment experts, working within technology specific vertical markets.

Using one of the industries leading recruitment databases (Profiles 2007) and relevant advertising mediums (Internet, Trade Press, Nationals, Referrals) we will source three qualified candidates. This qualification process is extensive. We carry out the initial interview process, in which we fully profile the candidate as to their career experience and future personal expectations (location, salary, promotion).

We will then present the candidates within the pre-agreed timescales and arrange and monitor the candidates through the recruitment process; from interview stages, receiving offers, dealing with resignation and counter-offer issues.