Our Methodology

In 2009, Gail Kenny Recruitment was created as an separate brand to differentiate it from GK Executive Search, which is focused purely on headhunting for roles with salaries in excess of £75,000. We apply bespoke executive search and recruitment solutions which best suit the needs of our individual clients and to ensure that we deliver the best results. Service excellence is maintained across brands, however the two methods of recruitment adopted by the Gail Kenny Recruitment brand are primarily contingency and selection. We still have the same values, same passion and same reputation.

Contingency

Once our client has alerted us to a travel job vacancy, we search the Gail Kenny Recruitment talent bank against the key criteria and produce a shortlist. Possible candidates are immediately contacted to ascertain their availability and interest. We have a selective talent bank of experienced, quality candidates that has been developed through recommendations and thorough assessment over a number of years. A search of our qualified talent bank is an extremely effective recruitment method that can allow us to respond quickly to our clients’ requests. Many of our candidates choose us to represent them because they have been recommended by friends or ex-colleagues. We also engage with candidates who are “passive” as well as those who are “actively looking”. .Other candidates find us thanks to our innovative online and offline advertising and marketing initiatives

Selection

This method is adopted when our client requires niche skills/experience, or if the role is based in a remote location for example. We will recommend an advertising campaign, and are able to advise on target media and manage the campaign from the production of effective advertising to response screening. We do not rely solely on the travel trade press. All suitable applicants are taken through to first interview stage and a shortlist passed on to our clients. Candidates originating from “advertised search” are likely to be far more committed to the process of recruitment since they have been the ones who have proactively made the initial approach, which can be seen as an advantage over “executive search”.

Process

The first and foremost process we follow is arguably the most important: we only accept those assignments that we believe we are qualified to undertake successfully.

The second is that before we suggest a short list of candidates, we meet everyone to ascertain their skills and abilities. All candidates are thoroughly briefed about new opportunities and their permission is always sought before we pass on their CV.

Candidates are also fully referenced, prior to submission.