Why is your service special?

We offer a personalised, efficient and cost effect service to both employers and candidates alike. Other consultancies may operate in similar ways, but what is unusual at Chris Laver HR is the absolute requirement for all consultants to be CIPD qualified and experienced in operational HR: they are not simply recruiters.

If I am short of resources - and time - to interview candidates, how can you help?

Our Selection Assignment method is designed precisely to meet this need. It covers every stage of the process including initial interviewing to the shortlist stage - where you take over to make your final selection.

How fast can you deliver candidates using your Candidate Search Method?

While others may respond instantly - often without reference to the individual - we do not work in this way. Ensuring that interested candidates fully understand and accept the brief means that under this service the first candidate details should be with you within 2 - 3 working days. They will be followed by others as we update the HR websites daily as job briefs are agreed, and from our advertising and other contacts.

Is your Candidate Search method really risk-free?

Yes, in the sense that we charge no up-front fees or other expenses for this service while putting in a lot of work on your behalf. This means you receive rapid, accurate results in a fraction of the time you would need to do your own advertising and screening. We depend entirely on our skills as fees are charged only on success - a challenge we are happy to meet. Many clients prefer this rapid-response, zero-risk approach compared with paying up-front fees with no guarantee of success. Having said this, however, if your resources are stretched or other factors are involved, our own 'Full-Service' Selection Assignment option enjoys a very high success rate! 

What is your 'twin track' approach?

You may want to assess what talents we can produce from our resources - before spending money on a Selection Assignment. This highly successful strategy starts with a Candidate Search, proceeding, if necessary, to a Selection Assignment featuring wider advertising impact, initial interviewing, shortlisting and follow through, as required.

Do you take up references as part of your service?

Yes, if you request this. However, most clients prefer to do this themselves, particularly if direct contacting of referees is required.

What guarantees do you give if a job holder introduced by you fails to perform and is dismissed?

In the case of the Selection Assignment a three month guarantee operates, details of which are set out in paragraph 16 of our Terms of Business, available on request.

You have a flexible approach to fees for Short Term Assignments. What does that mean?

Essentially, we recognise that many employers cannot tell how long a person will be needed e.g. in the case of projects. So we relate the fee to the actual duration of the assignment, charging 5% of Annualised Remuneration for each 3-month period. If, say, your 6-month assignment is extended by a further 3 months, we simply invoice you for the balance when the extension occurs.

The total fee chargeable for a given appointment is capped whenever the tenure exceeds 9 months or becomes permanent.

Can you guarantee confidentiality if required?

Yes. Provided you stipulate this, your organisation's identity can be withheld until an invitation to interview is offered. Clearly candidates will need to know some basic information on location, type of employer and terms and conditions before they confirm their interest.