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Candidate sourcing

Having specialised solely in corporate governance recruitment since 1989, our database includes a very large number of the people working in corporate governance.

Consequently, we rarely need to go beyond our database to find candidates to fulfil recruitment requirements, which brings significant savings of both time and money versus other methods of sourcing, such as advertising.

That said, here are the sourcing techniques we most frequently use, along with a list of possible selection techniques once a shortlist has been arrived at:

  • Database search/ contingency recruitment
  • Network search
  • Advertising
  • Selection techniques 

Database search / contingency recruitment

As said above, having spent over 15 years 100% focused on a specific niche marketplace, our database includes most of the people working in corporate governance. More importantly, the length of service of our consultants, the expertise they have in their specialist area of corporate governance and the way in which we look after our candidates means that our database is a lot more than a list of contacts, it is a constantly managed series of relationships.

Being so close to our markets, we simply know most of the people in a particular market and we don’t have to use researchers to “map” the market as we are imbedded in it.

The quality of these relationships with our candidates, collaborative & consultative, leads to high levels of repeat registration and referrals. In addition, we continue to invest in a variety of means of attracting new candidates, including our website and all sorts of other online and offline marketing initiatives, which inspire people to contact us.

This has resulted in the most comprehensive and continually expanding database of relevant candidates for our target markets, which means that in the majority of cases, we need go no further to provide high quality candidates in response to a specific brief.

Network search

For senior level appointments, such as Senior Managers, Heads of Department, etc. our starting point will also be our database, given the number of senior candidates on our books. However, in many cases, for senior appointments we choose to network with people we know, to cast the net wider, to bounce ideas and to seek referrals as part of the search process. This is when the quality of our relationships is so valuable as not only do most people in the market not only know us, but they also trust us and will therefore take our calls and listen to us. Hence, the combination of our extensive database, our knowledge of the market and our contacts within it, enables us to satisfy senior level briefs very quickly.


As explained above, because of the strength of our database, we use traditional advertising relatively rarely these days. In addition, the volume of traditional recruitment advertising is declining rapidly, in favour of online recruitment advertising, as candidates increasingly use the internet as a standard part of their job search.

Hence, we invest strongly in our own website, as well as in advertising on a number of other job sites and in a variety of online initiatives such as client microsites, as part of an overall campaign to engage interest in specific vacancies.

That said, we have extensive experience of traditional advertising and still use the national press (particularly the FT), as well as specialist journals and local newspapers to support the rest of the work we are doing to attract candidates.

Selection techniques

  • Competency based interviewing
  • Personality profiling/ Aptitude testing
  • Specialist technical skills interviewing/ assessment
For more information on any of these selection techniques, please contact Ian Coyle on 020 7936 2601

Barclay Simpson is committed to equality of opportunity and promotes diversity. All applications for positions advertised on behalf of our clients will be accepted and reviewed solely on merit. To view our
Equal Opportunities & Diversity Policy, please click here.

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