Phrec’s recruitment service is specialist, time-efficient and completely risk-free.

Here’s how we work.

We operate across the UK and the Republic of Ireland and locate, assess and qualify high-quality, hard-to-find candidates for sales, marketing and clinical roles in the pharmaceutical, medical devices and healthcare industries.

Our team works to a clear process that helps us serve our clients in a transparent and systematic way.

Our process looks like this:

(1)

We begin by asking you about the role you want to fill, its specific objectives, how it fits into the wider organisation and how it contributes to your company’s goals.

We’ll ask about the ideal candidate: there’ll be specific skills and experience that matter to the role, certain clinical qualifications or marketing/sales certifications (ABPI, ABHI, CIM, NMC PIN and so on) will be essential.

And values, ethics and motivations will matter – those intangibles are often defining qualities for the very best candidates. So we’ll ask you about this too.

(2)

After that initial conversation we write an Assignment Specification – which is our understanding of all the above. The specification also forms an outline of the conversation we’d have with the shortlisted candidates. Getting this early understanding just right means we know exactly what we’re looking for and can accept or reject candidates with confidence.

(3)

Now the search begins. We identify the industry sectors, companies and organisations within which individuals meeting your requirements might be found. We also search an extensive number of platforms, websites, forums, directories and data banks where potential candidate details can be located.

At this stage we’re imaginative, creative and we pursue all avenues, speaking with our own network of experienced and capable employees, eliminating wrong turns as we progress and narrowing in on our ideal targets.

(4)

We use human research plus technical search and assessment technology to finally identify people we’d like to make contact with.

We initiate those conversations and start qualifying and disqualifying people for the role.

This gradually creates our final shortlist of people whom we will then go on to interview in some depth.

(5)

We confirm certain skill sets and experience and then assess personal attributes, values and attitudes to see how they fit with your preferred candidate specification.

We’ll ask them why they might want to leave their current role and we’ll judge how motivated they would be to change company if selected by you.

The aim is to present to you people who meet your essential requirements – and who are serious about working with you.

(6)

We’re also highly attuned to ‘red flag’ candidates: especially people who are testing the waters but who aren’t serious about leaving their current employers. Before drawing up the list that we’ll send you, we eliminate candidates who have poor listening or communicating skills, whose own emotional intelligence is lacking, or who aren’t completely truthful in our interview.

We seek to disqualify such candidates early on, heading off problems at our assessment stage so they don’t become a waste of your time and energy when you interview them yourself.

(7)

We pass on to you full details of candidates we believe are ideally suited to the role you’re looking to fill. We’ll explain to you our reasoning, give you our assessment of each and then you are free to interview those you’re most interested in.

(8)

Recruitment processes can take time – weeks, at least. Rather than leave your candidates hanging until interview day, I maintain regular contact throughout the process, speaking to them every 2 or 3 days, discussing preparation for the interview and making sure we don’t lose momentum.

My contact with them is supportive, keeps them engaged with your brand, gives them a positive feeling about the process as a whole – and ensures that whatever else is going on in their lives, your vacancy is always front of mind.

This not only ensures a lower drop-out rate – it also allows me to manage candidates should they receive an offer from a rival firm.

(9)

During our search we also gather data on what other companies are offering in terms of pay and benefits, the levels of demand in the market for your type of candidate and other relevant industry intelligence.

Even though most of the candidates we source are not actively looking to change jobs – so you’re not directly competing against other potential employers – candidates may still have certain expectations around salary and terms and conditions. We make sure you know what these are so you understand how your offer compares within that market.

We’re flexible and adaptable in everything we do but these steps described illustrate an effective process. Your involvement is heaviest at the start – when we discuss what you’re looking for – and at the end when you conduct your own interviews of the shortlisted candidates.

We can help you with other aspects of your attraction and recruitment events – open days, screening, qualifications checking and so on. See our Services page for more details.

Only if you employ one of our candidates do we send you an invoice and we offer a guarantee once they start work – so this whole process is entirely risk-free for you.