A table where someone is recruiting IT staff in the Midlands and elsewhere

Have you ever been let down by a recruitment agency?

This could be because the traditional agency model is flawed.  We are changing that.

We encourage every company to hire on people’s behaviours as well as on their skills, intelligence, and experience.


How? 

  • We use objective recruitment tools to measure technical ability, behaviours, emotional and general intelligence.
  • We report on our findings so you know more about the candidates you are interviewing before you meet them.  The risk of taking on the wrong person is significantly reduced – as is the associated cost.
  • When you employ someone through Blues Point we send you a tailored management report, based on their behavioural assessment, that gives you a plan.

You are more likely to engage, develop, and retain that person for the long term if you manage them appropriately.

Our reports will help you do it.

Ask yourself: does your current recruitment partner do all this?

Recruiting IT staff

Any growing business will need a strong IT team at its heart, and when it comes to recruiting IT staff, getting the right people on board is crucial.  In our experience, the right candidates do not merely tick a few boxes technically, but rather they are people that understand the core values of your business, and have the right behaviours and motivation to add value for the long term.

Of course, there is always risk associated with recruiting IT staff – candidates can change their minds.  Our robust process is intended to minimise the risk to you, and ensure that by the time you have decided to make an offer to a candidate, neither of you will have any doubts that it is the right role for the right person.

As part of our core recruitment process, these are the steps that we follow:

  • Meet with you to agree full job description / person specification
  • Confirm Terms of Business
  • Define project delivery timetable (see below)
  • Plan interview / feedback schedule
  • Register candidates
  • Obtain permission to represent
  • Verify identity
  • Check permission to work in the UK
  • Conduct technical testing
  • Interview in person – by Skype, telephone, or face-to-face
  • Arrange psychometric testing and competency-based interviewing (if required)
  • Provide interview reports
  • Take up references
  • Arrange interviews
  • Supply you with interview questions tailored to the individual and their assessment results.
  • Provide feedback for all candidates
  • Handle job offers and the resignation process
  • Give ongoing candidate care
  • Take up references and background checks on individuals, as required
  • Conduct Motivational Maps assessment after the probation period.

We offer the complete service for permanent and for interim / contract recruitment assignments if required, no matter how tight the timetable.

Of course, you may prefer to use your own in-house technical assessments, or your HR department may have access to psychometric test tools – we can tailor the process according to your particular requirements.

Access to candidates

Some companies do their own recruitment, but it’s often an expensive, time-consuming, and labour-intensive process.  Why bother with this when with no financial risk you can put us to the test?  We have 10 years’ experience finding the best IT candidates in the Midlands so we know the market, the people, and the various ways to attract the best candidates to your company.

We place people in the following IT areas: management, operations, software development, systems implementation, support, and sales.

Our main sources of candidates are:

  • Our own database
  • CV databases on all the major IT job boards
  • Advertising on over 100 IT job sites
  • Press advertising
  • Agency partnerships
  • LinkedIn
  • Twitter
  • Facebook
  • Networking
  • Headhunting
  • Our candidate referral scheme

We’ve said it before, but it bears repeating: we GUARANTEE our results.

The interview process

We aim to meet every candidate that is shortlisted by our clients for an interview. If candidates are based further afield, we may use either Skype or FaceTime for this rather than inviting them to the office.

At this interview we will be looking to confirm the following:

  • The candidate is professional and presentable
  • The candidate is well-prepared for their interview with you – they have researched the business
  • The candidate understands the challenges of the job they are being considered for, and will rise to them
  • The candidate knows what to expect from the interview process
  • (If candidate is in permanent employment) – Find out whether they are anticipating a counter offer, and ensure they know the consequences of accepting one.

By the time we get to the stage of inviting a candidate for interview, it is usually the case that they will impress us in person, but there are occasions when we have withdrawn candidates at this stage that have failed to meet the basic criteria.

For a more holistic view, we offer competency based interviewing as part of the process, and supply you with a detailed interview transcript.

Example permanent recruitment timetable

Midlands IT recruitment and staff retention and re-engagement