Much like the housing market, the level of permanent job openings is controlled very much by the age old law of supply and demand. At Marks Sattin, we do our best to match suitable candidates to the right clients regardless of a surplus candidate or client market.
As an agency, not only we will always consider good candidates for our current vacancies but we will actively promote them to clients who we feel would be interested in them. This works well for us, as through our strong client relationship we are very successful at matching candidates to clients even when they may not be actively recruiting.
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Recruitment Process
Candidates who register with Marks Sattin will go through a number of stages that we and our clients find help match a particular vacancy to the skills and aptitudes of the candidate. This has led to a strong rapport with our clients by providing them with suitable applicants and positive feedback from our candidates through placements that suit them.
It is the policy of Marks Sattin to interview all of its candidates before submitting CVs to perspective clients. We have found that 1-2-1 interviews with our candidates helps us gain an accurate feel for both the individual and their needs.
Clients recruit in a manner of different ways. The majority will have at least two interviews in the recruitment process, whilst some may have as many as five. In addition, competency and/or psychometric testing are relatively standard practices throughout all industries we recruit for.
Feedback will always be sought by a Marks Sattin consultant for any candidate submitted for an interview at any of our clients and most clients give useful and constructive feedback, which is essential for our candidates. Marks Sattin prides itself on our frank and honest discussions with both candidates and clients and frequent communication is encouraged at all stages for the recruitment process.
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