Key Issues to Consider

In our experience, it is important to identify and plan to address a number of commonly recurring candidate questions before an assignment commences. This not only saves time but also indicates to candidates the levels of professionalism, commitment and thought being applied to the recruitment process by the client.

Examples of these issues are as follows:

Protracted Notice Periods

Sometimes candidates may have long periods of notice in their contracts. We are able to offer pre-resignation advice which may help the successful candidate negotiate an earlier release date. However, clients should understand how long they are genuinely prepared to wait after an offer is made and what other support can be provided to offset onerous contractual terms. We will ensure that, having considered all issues, we give our clients practical indicators of candidate availability.

Understanding of Salary Packages and Contract Terms

Given differences in costs of living, currency exchange rates, taxation schemes and the customary structures of salary packages in different countries, candidates can sometimes be confused about the genuine worth of an employment offer should they be required to move across national boundaries.

Relocation Assistance

It is important to understand the full personal circumstances of candidates and how these may impact upon relocation should this be necessary. Some circumstances are not always obvious but must be identified so that the candidate can see that genuine concern and support is being offered. Issues of concern may relate to special needs of children, illness of family members, recent death in the family, spouse employability in a new region etc.

Induction Process

Candidates will often seek assurance that their entrance to a business has been well thought out and adequate preparation made in advance. This may also involve commitment to continued personal development plans, for example, continued sponsorship for further education programmes.

Pension Plans

Pension arrangements can differ from country to country depending on the levels of state involvement and company commitment. Whilst pensions are normally viewed as a secondary component part of a salary package compared to base salary, candidates will generally seek a clear understanding of pension plans in the early stages.