We are advocates for both you and the prospective candidates we put forward; after all, a successful outcome will be the right fit for both parties. Ours is a tailored process, of listening, understanding and forensic evaluation and assessment over a series of refining stages, from initial consultation to on-boarding and in-post support and development.
Our starting point is to listen in order to develop a profound understanding of your business – its culture, organisational objectives, products, services, financial performance, market perception, competitive environment and position within your industry sector.
We consult with key stakeholders to understand the role and its value to your organisation – the technical/capability requirements and responsibilities as well as the necessary emotional intelligence and interpersonal attributes required. We will then compile a detailed profile of the ideal candidate and agree delivery timescales.
We offer our partners a breadth and depth of industry experience and insight across a range of sectors and organisational structures that bring an objective clarity to the most complex of people-search challenges. Built over many years, our proven track record in the regions we serve, means we are uniquely positioned to leverage extensive talent networks and referrals to help you find the right people to give you the competitive edge.
Because many of our engagements require such unique skill-sets, we also have the value-added option of delving discreetly into a deep pool of ‘passive’ talent to find your exact match. Our specialist, human-touch, quality-over-quantity approach means we consistently find the right fit.
Our reputation is built on integrity and trust. In the rare instance that we can’t find a suitable match, we’ll tell you. We won’t ever waste your time by putting forward someone who is unsuitable. In situations like this, we will recommend online branded advertising options and campaign microsites. This approach can be of particular relevance, anyway, when you need to bring a particular message about the organisation or role(s) to the wider market.
Taking the time to build and manage relationships effectively is crucial for a successful outcome. Stage 3 is the flipside of Stage 1, where, this time, we listen carefully to our candidates, ensuring their career aspirations, work–life balance, personal development needs, technical capability, cultural fit and behavioural characteristics are clearly understood and align with any opportunities we discuss and share.
We take the same rigorous approach in assessing, challenging and supporting candidates, throughout the process, as we do with our clients, informing them of the application process and the timescales involved, offering expert insight and advice, every step of the way. The one thing the people we place appreciate above everything else is our communication – the fact that we proactively stay in touch.
We utilise a comprehensive range of sophisticated profiling and testing tools to give you the in depth and accurate insight to make the right decision. As part of a selection process these tools take you beyond a limiting and not always reliable past-performance-and-experience approach to a more holistic, accurate and predictive model that also profiles a candidate’s personality, emotional intelligence and interpersonal style.
Your specific context is our defining criterion. It is a proven approach that enables us to predict a prospective employee’s ability to adapt and develop within an organisation, ensuring a cultural as well as technical-capabilities-based fit. This is especially common practice for CEO, executive, director, senior management and other key strategic appointments.
Short-listed candidates are presented with significant additional background information and consultant recommendations. As appropriate, we share our in-depth evaluation reports – detailing capabilities and competencies in relation to the ideal profile, their strengths, and potential for development. This enables you to probe any particular areas of significance or concern further, during interviews. After each interview stage, feedback is obtained and interest levels carefully monitored.
We will handle the verbal offer and acceptance process, followed up by written confirmation from your organisation. Our extensive experience in promoting offers to prospective appointees can make the difference between acceptance and rejection. As your representative, our role is to provide a sounding board for candidates and resolve any outstanding issues or concerns they may have. It is at this stage that references are thoroughly checked. Our in depth market knowledge means we are uniquely placed to advise on an equitable remuneration and benefits package as part of the contractual negotiations.
Ours is a holistic, integrated approach that offers clients complete solutions – from search and selection through to employee evaluation, engagement and development. We’re in it for the long haul. We want to see your new employee flourish and your business thrive, which is why we support the appointee through their notice period, and beyond. The evaluation process continues in post, to highlight any development opportunities and ensure a smooth and successful transition.
I have used Seymour John to assist me to find both permanent and contract staff at a number of organisations. I’ve also been helped by Seymour John to find contract work myself. These interactions have all been handled extremely professionally. Emlyn and Mark have both taken the time to fully engage with me on any appointment, and provide insightful feedback when needed.
Richard Webb
Chief Compliance and Conduct Officer, Principality Building Society
Phil actually listens to what you are looking for and offers professional advice when it’s needed. His dedication to a job and his ability to sound out the right people meant he placed all 3 of our available positions against tough competition from other agencies. Keep up the good work Phil
Wesley Burrage-Jones
Finance Director, UTC Aerospace
Since the inception of our relationship with Seymour John, we have had a first class service. Not only in terms of quality of the candidates that have been available to us, but also the speed with which they have been able to get them into the firm, often at very short notice. Seymour John have become our primary supplier of contract resource in the compliance/corporate governance areas. Their commitment to understanding their clients’ needs, responding at super speed to those and proactively engaging with us to make sure that we have a strong and productive relationship has made this a very easy choice for us.
Elaine Morris
Head of Conduct and Compliance, Sainsbury's Bank
Seymour John have been a great help during the busy start-up phase at Optimum Credit. Darren Richards has done an excellent job in helping us find high calibre compliance candidates for both permanent roles and fixed-term contracts.
Simon Merry
Head of Conduct & Compliance, Optimum Credit Ltd
I have worked with Michelle as a recruitment consultant for many years. When she approached me after her move to Seymour John I had a role I was looking to recruit into. Michelle spent time going through the role profile with me and listening to our requirements. The quality of the CV’s provided were spot on and a credit to the fact she listened and matched accordingly. Subsequently we went on to appoint a candidate from Seymour John. Relationships with potential recruiters are incredibly important and Michelle goes out of her way to ensure she understands her client’s requirements.
Lisa McKenzie
Credit Manager, Assa Abloy Ltd
Darren at Seymour John has been a pleasure to deal with throughout our most recent recruitment process. Personable and professional, he has recommended high quality candidates and ensured the process has been smooth for all parties. I have been very impressed by Seymour John, and look forward to continuing to work closely with Darren and the team in the future.
Michelle Pearce
Chief Investment Officer, Wealthify
We had tried to fill the job a number of times before asking Phil to support us. He addressed this candidate shortage by undertaking an extensive piece of market research and proactively contacted 24 relevant people. He then presented us a final shortlist of 6, all of which he had personally interviewed. Other agents tended to just send us what was on their database. Whilst his service cost slightly more than quotes from other agents, the due diligence, hard work and tenacity he displayed to secure a candidate that matched our challenging brief, meant that we derived better value for money overall, and ultimately secured the best candidate in the market for our vacancy.
Chris Stephens
Group Finance Director, Newmour Group Ltd
I found the service and communication from Seymour John to be professional and thorough throughout the whole process. Lee did a great job of getting to the detail of what my business was looking for. Highly recommended.
Phil Burrows
Chief Executive, Apollo Home Healthcare Limited
Their approach is a breath of fresh air.
Dave Pickering
Chief Executive, Lending Standards Board
The quality and potential suitability of all candidates was a testament to Michelle’s clear understanding of our situation…. Seymour John will now be my first point of call should we need to recruit in the future.
Gareth Haynes
Finance Director, Bowers Jones
