PMR has and follows several Codes of Practice, business standards and internal procedures, which are detailed here.

Internal Standards - PMR has its own internal quality, standards and procedures which include the use of professional recruitment software (detailed below), corporate training programmes, candidate vetting/referencing procedures, confidentiality agreements, professional and highly skilled recruitment consultants and a commitment to excellence and professionalism. Its Business Management and Quality Processes have been assessed and certified to BS EN ISO 9001:2000.

Recruitment Software - PMR uses the latest version of the UK's best selling recruitment software - ADAPT from Bond International Software. A state-of-the-art recruitment-specific software package that is fully relational and enables PMR's recruitment consultants to log and monitor all client/candidate contacts and correspondence in great detail. It also enables PMR to perform detailed candidate searches both quickly and efficiently with no element of human error, resulting in a fast and efficient response to client requirements.

Preferred Supplier Service Level Agreements - PMR is requested to adhere to client issued service level agreements for a number of current clients with whom it has Preferred Supplier status.

Additionally - Our Processes:
It is one of our major strengths that each of our recruitment consultants has a background either in project management or the industry for which they are responsible. This offers clients the opportunity to discuss the position in detail with someone who understands their business, is able to take a detailed job specification, understand the type of individual required and address issues of concern to the client. When it comes to defining the role to the candidate and assessing their suitability, these same skills allow us to make a considered judgement on their competence.

We initially brief candidates verbally, outlining the nature of a position and explaining the ethos and culture of the client organisation. This is generally followed up by electronic or other correspondence, again detailing key points and benefits of both the role and the client company. As candidates progress to interview stage there will be further discussion between PMR and the individuals involved.

It is custom and practice for us to conduct a process of vetting candidates. Each candidate is asked for the names of two people for whom they have worked in the recent past and those persons are contacted by telephone. Detailed checks are made of the candidate's appearance, reliability and professionalism; of their communication skills (both oral and written), their record of success in delivery of objectives and their technical ability. The referee is also asked if they would re-employ the candidate.

Because the referencing is usually conducted in extreme confidence, it is not customary to divulge explicit details of that reference to the client. However, PMR will brief the client as to the character, performance and style of the individual.

PMR would anticipate being able to provide a client with a shortlist within 72 hours of taking any job specification. However, PMR would also work to those deadlines laid down by the client.

PMR recruitment consultants' use of ADAPT software assists in identifying a shortlist of IT staff who fully meet client requirements. PMR would then always seek full permission from the candidate before forwarding his or her curriculum vitae to the client

The database, including Project and Programme Managers, Project Office staff, Business Analysts and Systems Developers in many technical and commercial IT disciplines, is maintained on a quality and currency basis - candidate CVs are generally updated regularly, and older or less focussed CVs are periodically archived.

back to top <<