Grieves Pryce operates an ethical search policy, which reflects the true values of the company; discretion, care and integrity in all aspects of our work. We utilise the skills of highly qualified researchers who have extensive experience in specific markets. Our researchers work on one project at a time with the consultant who is managing the assignment.

We are a well-connected organisation, however, we do not only rely on our known contacts; we approach every assignment with meticulous research and analysis.

The most successful way to approach the open market is by advertised selection. This requires in-depth knowledge of all types of media and the use of well constructed, often creative advertisements that will attract a wide range of suitably qualified and experienced candidates. We pride ourselves on being able to present our clients with innovative advertising solutions using the national press, trade publications and internet job portals.

In most cases, we encourage our clients to use ‘branded’ advertisements, which if carefully worded can act as an invaluable marketing tool used to promote positive growth within their business. However, in situations where an appointment is confidential, we are expert in writing ‘blind’ advertisements, which ensure that response levels are still high, whilst the identity of our client remains concealed from the public eye.

It is equally important to ensure that the best candidate is selected; astute interview and verification techniques ensure that only the most suitable candidates are included on a short list. At all stages in the process we keep candidates informed and engaged in order to ensure commitment and achieve a successful outcome.

In cases where our client uses in-house resources to place an advertisement we are able to offer a fast and effective response management service, where all applications are acknowledged, recorded and passed on for review.

This service can also be tailored to include the initial sifting of CVs where each applicant is pre-screened against the job and person specification and first round interviewing, where long list candidates are interviewed by Grieves Pryce using competency based techniques. In this instance, candidate evaluations are summarised in comprehensive interview reports detailing employment history, performance, suitability, motivation and current remuneration.

As a key part of the recruitment process, Grieves Pryce is able to provide our clients with a variety of personality and aptitude assessments to give the widest possible view of potential candidates who are joining an existing management team. This service can vary from individual assessment to managing a comprehensive assessment centre for a group of new recruits or an existing management team.

A number of our consultants are trained in psychometric assessment and aptitude testing and although we major in Saville and Holdsworth’s material, we are not limited to using their tools.

Our experience has led us to develop a service, which combines the advantages of advertised selection with the benefits of a limited search into agreed target areas. This dual approach is effective to give maximum exposure to a role whilst targeting organisations or sectors where suitably skilled and experienced candidates are known to exist.