Finding your next employee
When you know the role you need to fill, we will turn the requirement into a clear search and introduce candidates who have been properly assessed before you see their CV.
Discuss the VacancyPERMANENT RECRUITMENT
Permanent recruitment starts with understanding your business.
A permanent hire is one of the most important investments your business will make. We take the time to understand your organisation, your team and what success looks like before introducing candidates who have been carefully assessed against your requirements.
How can we help?
Permanent recruitment can begin with a planned appointment or an unexpected vacancy. We will help you define the requirement, understand the market and run a focused search for someone who can contribute for the long term.
Replacing a key member of staff
We will help you plan the replacement, protect continuity and run a careful search around the experience and working style the team now needs.
Plan a ReplacementGrowing your team
Whether you are adding one role or recruiting several permanent employees, we will help you sequence the hires and keep every shortlist focused.
Plan Your Team GrowthRecruiting hard-to-find talent
For specialist or competitive appointments, we combine advertising with direct search and conversations with people who may not be actively applying.
Start a Specialist SearchHow we work
A successful permanent appointment depends on more than experience alone. Before searching, we learn how the role works, how the team operates and what the person will need to achieve.
We challenge the brief.
Good recruitment starts with asking the right questions. If the salary, responsibilities, timescale or expectations are likely to make the vacancy difficult to fill, we will tell you. Honest advice at the beginning helps avoid wasted time later.
We send fewer, better CVs.
Our aim is not to overwhelm you with applications. Every candidate we introduce is assessed against the agreed brief, so your shortlist remains focused, relevant and worth your time.
We stay involved.
From the first briefing through interviews, offers and onboarding, you will have a consultant managing the process, keeping everyone informed and helping maintain momentum.
We would rather introduce three candidates worth interviewing than thirty CVs you have to reject.
Why permanent recruitment matters
The right permanent appointment adds capability, stability and knowledge to your business. A considered recruitment process gives you better evidence for the decision and reduces the cost and disruption of getting it wrong.
Long-term value
A well-matched permanent employee brings knowledge, consistency and capability that can strengthen the team well beyond their first few months.
Reduced hiring risk
A structured brief, consistent assessment and honest market feedback give you stronger evidence before making a lasting employment decision.
Cultural fit
We look beyond duties and qualifications to understand the environment, management style and team dynamics in which the new employee must work.
Retention
Motivation, expectations, working preferences and practical circumstances are discussed early so avoidable problems do not emerge after an offer.
Business growth
Permanent recruitment adds the skills and capacity your organisation needs to take on more work, strengthen functions and prepare for what comes next.
What every Howard James shortlist includes
For a permanent appointment, technical experience is only part of the decision. We assess each candidate against the role, their reasons for moving and the practical details that influence whether the opportunity can work long term.
- Relevant permanent experience reviewed
- Evidence assessed against the agreed requirements
- Motivation and reasons for moving discussed
- Salary expectations confirmed
- Availability and notice period confirmed
- Working preferences and practical suitability considered
- Consultant observations provided
- Relevant concerns discussed honestly
The aim is a shortlist you can make a confident decision from, with clear information about each candidate and no avoidable surprises later in the process.
Our permanent recruitment process
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Understand the permanent role
We learn how the role works, what the employee must achieve and how the appointment fits the wider team.
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Test the brief against the market
We discuss salary, available talent, likely competition and any expectations that may restrict the search.
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Agree the campaign
We confirm the priorities, search approach, terms, timescale and communication plan before work begins.
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Search, approach and assess
We advertise, search our networks, approach relevant people and assess candidates against the agreed brief.
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Present a focused shortlist
You receive carefully selected candidates with clear information about their experience, motivation and suitability.
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Support the appointment
We coordinate interviews, manage feedback, support the offer and remain involved through notice period and onboarding.
A stronger brief leads to a stronger shortlist.
A clear permanent recruitment brief helps us represent the opportunity accurately, approach suitable people and assess each candidate against the same priorities.
- Job title and responsibilities
- Salary and benefits
- Working hours and location
- Reporting line and team structure
- Essential and desirable experience
- Measures of success in the role
- Interview availability
- Preferred start date
Recruitment expertise across key sectors
Our consultants recruit across a range of specialist and business-critical functions, combining market knowledge with a practical understanding of each vacancy.
Frequently asked questions
What information do you need to begin a permanent recruitment search?
We will discuss the responsibilities, salary, benefits, working arrangements, reporting line, required experience, interview process and preferred start date. You can still contact us if some details have not yet been finalised.
How do you find permanent candidates?
The search can include advertising, our existing networks and database, referrals and direct approaches to people whose experience matches the agreed brief.
How are candidates assessed before joining the shortlist?
A consultant speaks with each candidate about their relevant experience, achievements, reasons for moving, expectations, availability and practical suitability before deciding whether to introduce them.
How many candidates will you send?
We focus on relevance rather than volume. The size of a shortlist depends on the role and market, but every introduction should have a clear reason for being there.
How long does permanent recruitment take?
Timescales vary according to the role, salary, location, candidate availability and interview process. We will discuss likely timing when we review the vacancy and keep you updated throughout the search.
Can you help us decide what salary to offer?
Yes. We can discuss the responsibilities, market conditions and candidate expectations to help you assess whether the proposed salary is realistic.
When are permanent recruitment fees and terms agreed?
Fees and terms are discussed and agreed before the permanent recruitment campaign begins.
Can we speak with a consultant before committing to a search?
Yes. The first conversation can be used to explore the vacancy, test the brief and decide whether permanent recruitment is the right approach.
Let us start with a conversation.
You do not need a finished job description or a final salary figure. Tell us what is happening in your business and one of our consultants will call you to discuss the requirement and help you decide the best way forward.
Ready to recruit your next permanent employee?
Tell us about the role, the team and the appointment you need to make. We will help you turn that into a focused permanent recruitment campaign.