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Our Recruitment Process

Does this sound familiar?

Ask a handful of basic questions over the phone, talk up the role, gain the candidate's vague interest and whisk their CV over to as many clients as possible before anyone else does. Repeat until you invoice.

If you have ever conducted an interview with a candidate that looked really good on paper but completely wasted your time on the day, the chances are that your recruitment supplier is using this methodology on your vacancies. The numbers game, or 'spray and pray' is a practice designed to close out the competition, bombard the Client with as many CV's as possible and let them do the screening.

We passionately believe that it simply isn't good enough to expect a fee for the above level of service

District Solutions Recruitment Process

Every single candidate that we deliver to you will have been subject to a solid interview process. Time and location permitting, we will have met them, listened to what they want and matched them to only appropriate roles. Circumstances will be scrutinised, backgrounds will be checked. Skills will be assessed and if the situation dictates, verified by a greater technical authority. We do not shy away from asking awkward questions if that is what is needed to understand the issue.

If a CV arrives in your inbox from one of our consultants, you can be assured that the candidate will be well briefed on the role and your organisation, meet the criteria for selection, have solid reasons for wanting to apply and have clear ideas on how they could contribute.

And when you interview one of our candidates, you can look forward to meeting a well briefed, well prepared and well qualified person with a strong desire to be a part of your organisation, who had to work hard to impress us before we agreed to deliver their CV.