Woodward Nash company profile

Woodward Nash

LogoWoodward Nash is an independent recruitment consultancy, offering clients and candidates an opportunity to experience an alternative recruitment process across various sectors. Woodward Nash prides itself on offering a personalised and high quality bespoke customer service focused on clients and candidates alike, in both permanent and interim markets. Specialising in Risk / Compliance, Legal, Accountancy and Internal audit roles, Woodward Nash recognises the importance of managing the whole recruitment process for clients. Solid commercial experience gained across the above sectors enables Woodward Nash to introduce candidates of the highest standard, and to ensure the successful candidate fits within the client culture and has the relevant skill sets required.

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Agency Type: Recruitment Agency
Start Date: 2007
No of Employees:
No of Offices:
Geographic Coverage:
Industry Sectors Covered:Banking, Financial and Insurance Services,   
Job Areas Covered:Accounting, Finance & Insurance,    Legal,   
Mission Statement:

13 Steps To Recruitment Best Practice: Step 13: Evaluating Recruitment Selection Processes

In these 13 steps we offer advice on how to best recruit excellent members of staff for vacant jobs in your organisation from the beginning of the recruitment process to the end. 

Step 1: Recruitment Resource Planning / Step 2: Defining The Job Vacancy / Step 3: Defining The Job Requirements / Step 4: Attracting Candidates To Your Vacancy / Step 5: Shortlisting / Step 6: Collecting Candidate Recruitment Data / Step 7: Making The Recruitment Decision / Step 8: Taking References Before Recruiting / Step 9: Pre-Employment Health Checks / Step 10: Making Recruitment Appointments / Step 11: Giving Feedback To Job Applicants / Step 12: Recruitment And Selection Induction / Step 13: Evaluating Recruitment Selection Processes

Performance evaluation and selection process validation

If you are serious about ensuring you consistently attract, select and retain the best talent you will give this stage the focus it deserves. You need to validate you selection methodologies and your decision making.

Some Key Questions

  • Have you carried out a review of the selection process?
  • How will you measure performance?
  • Have you diarised a regular review with the new job appointee?

Recommended Practice

  • Review the process
  • Identify learning for others as well as yourself.
  • Compare subsequent assessments of performance by the successful individual against your evaluation of likely strengths and areas for development - this is useful learning. Make notes at the time of appointment (do not rely on your memory) about where you think the weaknesses and strengths of the job candidate lie and check against this at regular intervals. It is critical to honing your recruitment skills

For the other steps visit our Recruitment Blog.

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