Specialist Recruitmentto the IT, Engineering and

Commercial Professions

www.intapeople.com

About IntaPeople• Established in 1994 by two former IT/Engineering professionals.

• Largest independent IT Recruitment Consultancy in Wales.

• Operate across Europe, Middle East and Africa within IT, Engineering and Commercial.

• ISO9001 and ISO14001 accredited. (April 2011)

• REC-compliant consultancy. (REC Member no 9117)

• In 2000, IntaPeople were recognised as the winners of the Wales ‘Fast Growth 50 Project’. We were also finalists in 2008, 2009 & 2010.

• Approved government supplier under the ‘Buying Solutions’ framework.

• Jobsite Recruit Rank Awards 2009/2010 finalists in the ‘Best Industry Knowledge’, ‘Best Understanding of Candidate Needs’ and ‘Most Improved Recruiter’ categories.

• We have extensive experience in recruiting for both permanent and contract positions, providing clients with a ‘one-stop-shop’ recruitment solution.

Key Accounts: UK

Key Accounts: Outside UK

Local Clients

Candidate Sourcing Methods: 1Internal Database and Targeted Advertising

• Extensive in-house database of more than 190,000 candidates.

• Advertise on 15+ regional / National / International leading websites, including Jobsite, Jobserve, Monster, Reed, CWJobs etc.

• Full access to regional / national / international online CV Databases, such as Monster, Jobsite, Jobserve, Planet Recruit, Total Jobs etc.

Candidate Sourcing Methods: 2Web 2.0 Technologies

• Publish online viral games.

• Create social networking groups on sites such as Facebook, LinkedIn and Xing.

• Advertise and engage with candidates through LinkedIn, Facebook and Twitter.

• Distribute job vacancies online through relevant forums and community sites.

Candidate Sourcing Methods: 3Marketing and Events

• Regular e-mail and SMS notifications to candidate contacts on our unique database.

• Utilise personal and business network sources for candidate referrals.

• Proactively network at key industry events, seminars and conferences to identify and target exceptional candidates not on the active job market.

• Promotion of IntaPeople website, with a full-time in-house SEO specialist.

Candidate Selection ProcedureTechnical Testing

• Technical Testing completely tailored to job specification

• Research undertaken by Intapeople or set by client

• Obtain code samples, web links, examples of work, details of projects

Referencing

• Peer-to-peer reference obtained

• Previous / current employer management reference obtained

2nd and 3rd Interview

• In-depth interview, gauging commitment to location and organisation

• Test on company research carried out

• Candidate then referred to our Resource Manager / Client Account Manager for a 3rd interview

Complete Application Form

• In-house application form emailed to candidate to complete within a pre-agreed timeframe

• Consultant tests candidate commitment and interest in position

Initial Telephone Screening

• Location

• Rates / Salaries

• Availability

• Basic information gathering

• Skills comparison check for the role

Candidate Selection ProcedureAs a client, you receive your own dedicated Candidate Research Team.

All Candidate Consultants have their own specialist areas of expertise, and:

• Are trained by industry professionals, such as Mike Walmsley, Roy Ripper, and Russell Bennett; • Focus purely on generating and qualifying candidates;• Are skilled in headhunting and alternative sourcing methods;• Regularly explore web 2.0 activity;• Brainstorm to generate non-active candidates.

IntaPeople Workflow

Our Core ValuesCapable – all of our consultants are subject-matter experts within their chosen field and have successfully delivered recruitment assignments across most vertical markets.

Collaborative – we work closely with all of our clients to understand their uniqueness. For us, it is not just about box-ticking, but also being confident that our candidates can blend in with the culture of your company.

Dedicated – we understand that some positions will need to be filled more quickly than others. This is not a problem. We are happy prioritising certain vacancies if it means meeting your requirements.

Transparent – we will update you on our progress every step of the way, providing you with clearly defined timescales so you always know where you stand.

Innovative – we embrace cutting-edge technology, both in terms of our internal systems and how we source our candidates.

Service Packages

• Tailored Microsite;• Minimum of one dedicated Resource Consultant per skill-set;• Headhunting service;• End-to-end process management;• Strict service level agreement;• Regular meetings and updates;• IntaPeople PR consultant services offering SMS, E-shot Campaigns and Twitter, LinkedIn and Facebook Advertising;• Tailored database – tagging and attributing candidate service;• In-depth candidate testing – technical and personality-based;• Recruitment Auditing;• Assessment Centres;• Compulsory Face-to-Face interview with every candidate;• Recruitment consultant sits in on interviews;• Employer satisfaction survey – confidential questionnaire of existing employees within department to provide positive statistics as a selling tool to candidates;• 4 week 100% rebate period;• 10 week pro-rata rebate period.

Service Packages

• Advertise on IntaPeople website;• Advertise across 14 local & international job boards – IT & geographical specific;• Search in-house database;• Search online CV databases;• Telephone screening;• Basic candidate referencing;• 10 week pro-rata rebate period.

• Full job spec obtained;• Meeting with Team members to get to know working environment and understanding of roles;• Dedicated Resource Consultant per client;• Web 2.0 research and search methods – e.g. LinkedIn, Xing, Facebook, Twitter, Online Forums / Communities;• Talent Pod;• Target non-active candidates;• In-depth reference of candidates (Management and Peer reference or educational reference);• Manage offer stage• Candidate resignation assistance• 2 week 100% re-bate period• 10 week pro-rata rebate period

Testimonials

All too often Agencies tend to put forward potential candidates who are not entirely suitable for the role, resulting in wasted time and effort on

your part in reviewing inappropriate applications.

Intapeople take the time to understand your specific requirements so that only candidates with a strong match to the job specifications are put

forward. This means that the CVs you receive have already been carefully vetted so you do not waste your valuable time sifting through

inappropriate applicants.

Caroline Richards,Logicalis

Testimonials

Having already worked with IntaPeople whilst a Team Leader at BBC Wales I had no hesitation asking for their help when my own post was

closed. IntaPeople’s tireless communication, hugely pleasant manner and breadth of knowledge was way ahead of the service that most

recruiters seem to offer their clients.

Gavin Johnson,BBC

Testimonials

We have been extremely pleased with the work that IntaPeople has carried out for us so far. They have been thoroughly consultative in their

approach, investing a huge amount of time in understanding the specific needs of our company and doing everything in their power to ensure

that these are met.

This has seen us take on a number of IT professionals who are not only technically superior, but also fit in perfectly with the culture at Calrec.

IntaPeople’s team are knowledgeable, friendly and give every requirement their utmost care and attention. We would happily recommend

them to other businesses.

Patricia McNally,Calrec Audio Limited

Why Choose IntaPeople?

Any Questions?

Principal Consultant

Phil Dancey

2nd FloorLongcross Court

47 Newport RoadCardiff, CF24 0AD, UK

Tel:

Specialist Recruitment to the IT, Engineering and Commercial

Professions

Tel: +44 (0) 29 20 475 459E-mail: p.dancey@intapeople.com

LinkedIn: http://www.linkedin.com/in/phildancey

Web: www.intapeople.com