How We Find Candidates
Learn how CRS sources, screens and places candidates for employers across North Wales and the North West.
How We source, screen & place candidates
When employers choose a recruitment partner, they want to know more than just whether candidates can be supplied. They want to understand how those candidates are found, how they are assessed and why the process delivers better results than simply posting a job advert online.
At CRS, our recruitment process is built around speed, quality and relevance. We do not rely on one source of applicants. We use a combination of market knowledge, active candidate networks and targeted search methods to connect businesses with the right people.
Understanding The Vacancy First
Before we begin searching for candidates, we take time to understand the vacancy properly. That includes more than just job title and salary. We want to know what the role involves, what skills are essential, what type of person will fit the team and what success looks like in the position.
This early stage matters because it helps us target the right people from the start, rather than sending a high volume of unsuitable CVs.
Using Our Existing Candidate Network
CRS maintains an active network of candidates across multiple sectors, including administration, manufacturing, warehousing, logistics, retail, hospitality and professional support roles.
Because we work with candidates every day, we are often able to identify suitable applicants quickly through our existing database and local relationships. This is especially useful for urgent hires or roles that need to be filled with minimal delay.
Advertising Roles Strategically
Where appropriate, we also advertise vacancies across relevant job platforms and channels to reach new candidates. The aim is not simply to generate applications, but to attract the right kind of response.
Our team reviews applications carefully and focuses on suitability rather than volume. That means employers spend less time reviewing irrelevant CVs and more time speaking to the candidates who genuinely fit the role.
Proactive Candidate Search
Some roles require a more proactive approach. In those cases, we go beyond job advertising and actively search for candidates who match the brief.
This may involve targeted outreach, direct candidate engagement and tapping into sector-specific networks. By combining reactive and proactive recruitment methods, we widen the talent pool and improve the chances of finding the right hire.
Screening & Shortlisting
Finding candidates is only part of the process. We also screen applicants to assess experience, availability, motivation and general suitability for the role.
This helps us produce a shortlist that is more relevant and useful to the employer. Rather than forwarding every application, we focus on sending candidates who align with the vacancy and working environment.
Matching Candidates To The Business
A good hire is about more than skills on paper. It is also about fit. We consider the nature of the business, the pace of the environment and the type of person likely to succeed in the role.
This helps us deliver candidates who are not only capable of doing the job, but who are also more likely to settle well into the team.
Ongoing Communication Throughout
We keep employers informed throughout the process, from initial search through to interview arrangements and offer stage. Clear communication helps move recruitment forward efficiently and ensures expectations stay aligned.
If you want a recruitment partner that takes a structured and proactive approach to sourcing candidates, CRS is ready to help.
Contact our team today to discuss your vacancy and how we can support your hiring needs.
FAQs
How do you find candidates for employers?
We find candidates through a combination of job advertising, candidate databases, local market knowledge, professional networks, and proactive sourcing.
Do you use your own candidate database?
Yes, candidate databases can form part of the recruitment process, helping identify suitable applicants alongside wider sourcing methods.
Do you screen candidates before sending them to employers?
Yes, candidate screening is an important part of the process and can include checking suitability, experience, and relevant qualifications before submission.
Can you help with hard-to-fill roles?
Yes, a structured sourcing process can help with hard-to-fill roles by combining active advertising with direct search and targeted candidate outreach.
Why is your candidate sourcing process different from just posting a job advert?
Posting a job advert is only one part of recruitment. A wider sourcing process also involves searching existing networks, screening applicants, and proactively identifying candidates who may not apply directly.
Recruitment Insights
Get In Touch
Get in touch with the number one recruitment agency in North Wales today to find the perfect candidates or job you've been waiting for.
Address
55 Ffordd William Morgan, St Asaph
Phone
01745 777277