Our standard process
Our standard process is a combination of recruitment and search. We spend our time mapping the market for candidates, building and engaging with candidate audiences and preparing them for their next roles.
Selection and process
There are 4 steps to our selection process:
1) Discovery
- Identify client needs
- Plan sourcing strategy
2) Exploration
- ABL network including referrals
- Job boards
- Social media
3) Identification
- Candidates screening
- Face to face competency-based interviews
- Language assessments/testing
4) Shortlisting
- Client interview coordination
How we acquire talent
- Sourcing through our existing database.
- Social media campaigns around our own online communities.
- Sourcing through our referral scheme.
- Advertising (branded and unbranded) through our job boards and CV search.
- Linkedin deep search.
- Assessment centres as appropriate.
- European candidate sourcing events.
- Graduate recruitment fairs in the UK and European universities.
- Established links with top UK universities head of languages and careers departments.
How we screen talent and manage the recruitment cycle
- Competency-based interviews incorporating your core competencies
or company values as agreed. - ABL selection of suitable candidates.
- Presentation of candidates to your core team including candidate synopsis, CV and salary expectations.
- Management of the recruitment process for your telephone interviews and online assessment.
- Management of offer and contract negotiation.
- Placement and post-placement management.
How we assess candidates
- Candidates are interviewed in their 2nd language by one of our multi-lingual consultants. This is to ascertain grammar, vocabulary,
fluency and pronunciation capabilities. - In-house we are currently able to test the following languages:
French, German, Italian, Spanish, Polish, Dutch, Arabic, Hebrew, Hungarian, Mandarin and Russian. - For other languages, we co-operate with linguists from our network.
