Toner Graham offers a “cradle-to-grave” approach to recruitment consultancy.  Whilst details are tailored to each situation, our recruitment services typically include the following:

The Brief
We seek a detailed insight into the background to the vacancy, the scope of the role and the profile of the individual sought.  This will be more comprehensive than a traditional job specification and will include factors such as cultural fit, personal chemistry, leadership style, career prospects and ambition.  The purpose is to really understand the person sought, be equipped to identify and generate interest from potential candidates and ensure they have the facts before progressing.  This process should be thought-provoking for the client as well as a valuable service, enabling us to give sound recruitment advice.

Candidate Sourcing
Toner Graham’s exceptional service means that personal referrals are the largest source of candidates we place.  To understand why please see our Testimonials The relationships we have developed over our many years of recruiting accountants give our consultants access to a substantial network of individuals, which we complement with our cutting-edge, fully-integrated candidate database.  We work hard to augment the strength and depth of this database as well as advertising all vacancies on the most appropriate accountancy recruitment job boards and our own website.  We also invest significantly in a number of leading online CV databases and use online social and business networking services to generate candidate flow.

Candidate Selection/Presentation
All Toner Graham candidates receive a formal face-to-face interview as part of our recruitment services, something our candidates tell us that very few other accountancy recruitment companies do.  These interviews, coupled with the inherent qualities and experience of our consultants, our database and the thoroughness of the “Brief”,  mean we are confident that our selection process is best-in-class.  For each vacancy we will submit detailed information on 3-4 candidates, consisting of their CV and appraisal notes from the face-to-face interview highlighting weaker/development areas as well as strengths, backed up by an informed conversation with your consultant.

Process Management
We add value by minimising the time our clients need to invest in recruiting accountants.  You can be assured your consultant will truly own the process from start to finish, expediting wherever possible, resolving issues and demonstrating genuine accountability.  Anything you would expect to be brought to your attention will be.  This is why we are an accountancy recruitment consultancy, not agency.

Offer Management
The above steps significantly reduce the risk of an offer being rejected, however this can still happen.  At this critical stage of the recruitment service we have detailed conversations with both parties to ensure no stone is left unturned and all obstacles are removed.  Your consultant will adeptly facilitate matters between you and the candidate, working honestly and transparently, to ensure a successful conclusion.  This valuable recruitment service dramatically reduces the chances of having to restart the recruitment process.

Post-placement service
Our recruitment services continue after the candidate has started work with you.  Your consultant will have periodic confidential discussions with both you and the candidate to ensure the induction process is successful and that expectations have been met.  Satisfied clients and candidates who progress well with their new employer are the perfect ambassadors for our recruitment services.

This includes all the services listed under Contingency Recruitment plus further proactive recruitment advice based on the specifics of the assignment.  This is most effective for more specialised or demanding assignments.

Alternative options
A key part of our approach is to draw on our considerable wealth of experience to identify and discuss the range of options, giving an honest view on the pro’s and con’s of each.  We will also give specific advice regarding the most appropriate, with our reasons.  In many cases we can support our recommendations with insightful facts and figures.

Retained advertising
Where retained advertising is required, you only have to deal with us!  Whether you require on-line or traditional advertising, with branding or without, our fees include the advertisement design (subject to your approval) and all liaison with third parties.

Search
If we feel that some targeted search activity (“head-hunting”) is appropriate as part of the overall campaign then we will discuss and agree this with you.  This is likely to be the case where due to the specialist nature of the role, or the business, a finite number of organisations/individuals can be considered.

Response handling
Very often such an approach to accountancy recruitment will produce a substantial response.  It is important that even those who are not successful are left with a positive impression of your organisation and the recruitment process.  You can be assured that we will act as your ambassador and treat all applicants positively and courteously  –  including unsuccessful candidates.  This is one of many “unseen” facets of our recruitment services.

The Shortlist
Once the response from all sources has been properly processed, be it retained advertising, search or a more bespoke service,  we will present you with a shortlist, typically 3-4 individuals who we believe fully match your requirements.  We then pause, and hope you agree!

Unlike the majority of accountancy recruitment companies our approach is to work closely with you in partnership.  We are well placed to offer a range of additional services (see below) to add value beyond simply recruiting accountants.  This is by no means an exhaustive list so we would be delighted to hear about other areas where you would like support.
 

  •  Up-to-date salary surveys, by qualification, level and geographic region

  •  Market information regarding with whom you are competing for talent

  •  Market information regarding opportunities for talent attraction

  •  Competitive benchmarking around salaries, benefits, working conditions

  •  Objective feedback on how you are perceived as a prospective employer