Company Profile for 'Bob Young and Associates CC'

Company Profile

Bob Young & Associates background

 

Bob Young and Associates has operated in Motor Industry recruitment since 1989 and has successfully placed hundreds of top calibre people in Sales, Service, Parts, Technical, Administrative and Financial positions within dealerships and other Automotive Industry businesses, ranging from apprentices to front line people, senior managers, and directors.

 

We are a specialist consultancy, operating with Automotive Industry related clients only, and as such, we have developed an exceptional data base of candidates to suit positions in all disciplines and at all levels within the industry.  We are Johannesburg based, but operate nationally and internationally, also with Associate consultancies.

 

This document describes our modus operandi and the services we can extend to your organisations.

 

 

The need for a Niche Market Recruitment Consultancy

 

It is generally accepted that recruitment consultants are a valuable resource in the recruitment of personnel at all levels, but it is sad to note that they are often regarded as a necessary evil rather than a partner in the business.  There are many valid reasons for this including poor service, floods of unsuitable CV's and a general lack of understanding of the Automotive Industry by the many general agencies that exist.  Cost is also clearly an issue.

 

The Automotive Industry has, historically, suffered from an ever increasing shortage of skilled technical personnel and genuine management expertise. The manpower shortage needs to be addressed and its solution is vital to the success of any business.

 

Bob Young & Associates has extensive experience in the recruitment industry, and, we believe, a high level of credibility, having conducted assignments for many clients over our twenty two years in the business.  We are not just collecting a percentage fee for filling a job.  We have the resources to improve the quality and efficiency of dealers' staff selection processes.

 

At Bob Young & Associates we understand the needs of the Automotive Industry.  Generic recruitment agencies, on the whole, do not.  Specialisation works for you.

 

We have worked exclusively with automotive related clients for twenty two years. We know the industry and understand all aspects of it.

 

 

The Benefits of using Bob Young & Associates

 

Compared to other recruitment companies, many of whom are very professional themselves; we have, we believe, much to offer you due to our being positioned exclusively in the Automotive Industry, and our track record in it.

 

We perceive the benefits to you to be as follows:

 

1.        We have a substantial database of applicants at any given time and can usually fill a position when given the job brief, often without any advertising, although we do advertise in the media and on a number of websites, including our own (www.bobyoung.co.za).

 

2.        We understand each job function and do not need to waste your managements' time giving us job briefs we do not understand.  Most recruitment agencies do not know this industry but willingly take on job briefs they often cannot handle.

 

3.        Many agencies "throw mud at the wall" and hope some of it sticks, i.e. they send you too many CV's and hope one is okay.  We send you three or four CV's and know they are all okay.  This saves your management considerable time. You are invited to request more cv's should the need arise.

 

 

Bob Young's Background

 

Bob Young has had involvement in the Motor Industry both in South Africa and the United Kingdom.  He has retail dealership management experience (as a Group Parts Director), Human Resource consultancy experience (as former Managing Director of Sewells consultancy), and twenty two years experience in Automotive Recruitment, as principal of his own Recruitment Consultancy.

 

 

Database Management

 

Our organisation has a substantial database of Motor Industry personnel on its books, each of whom is normally willing to be considered for a position in another company, either in South Africa or elsewhere.

 

Our entire database is computerised by job category, so that clients' requirements can be more speedily met.  This software matches job specifications with applicants effectively.  We will soon know who, and how many people we can submit to you as candidates. We then analyse the candidates' suitability in terms of our clients' job/person specification.

 

Recruitment Advertising

 

We conduct our own advertising as part of our service to our clients on a regular basis.  Personalised advertising costs are borne by the client, as is usual in our industry.

 

We also provide innovative, effective recruitment advertising through an advertising agency, allowing us creative flexibility advertising options to meet any budget specification.

 

We can use your company's corporate identity and logo or we can design unbranded advertisements, as we have done for other clients, (such advertisement costs for your account).

 

We make ongoing use of Internet advertising via our Website and others, ensuring our vacancies reach the ever widening audience of job seekers using internet portals as a key source of job vacancies.

 

 

The Recruitment Process

 

This entails the following:

 

·          Database search.

 

·          Telephone and mail screening where necessary.

 

·          Initial interviews where experience, skills and personality will be thoroughly examined.

 

·          Reference checking.  Wherever possible applicants will not be referred prior to reference checks, except where such inquiries may prejudice the applicant's present employment.

 

·          Criminal record checks (48 hours), drivers licence verification and academic record verification checks are available for a small fee.

 

·          Credit checking via ITC, when required.

 

·          Promoting your company and the relevant position to the applicant in a positive and factual manner.

 

·          Compilation of short lists.

 

·          Presentation of comprehensive curriculum vitae.

 

·          Co-ordination of interviews.

 

·          Notification to successful and unsuccessful applicants.

 

Please Note:

The above are done in accordance with the requirements of the Labour Relations Act of South Africa.

 

Code of Practice

 

Obligations to your company

 

We will undertake a full recruitment assignment where we are able to take all reasonable steps to satisfy ourselves that we understand your requirements in recruiting a suitable candidate and the conditions under which a candidate will be employed or engaged. We will not accept assignments that fall outside our range of expertise.

 

When the recruitment is in confidence, we will jointly agree the information that may be disclosed to a prospective candidate.  We will emphasise to prospective candidates the confidential nature of any information that is disclosed in giving the candidate a sufficient appreciation of your company.

 

We will only recommend candidates who, in our reasonable opinion, possess suitable qualifications, background and experience.

 

When working on an assignment, we undertake to work with all diligence, impartiality and honesty, and with the care and attention expected of a reputable consultancy.

 

We will at no time approach, as a prospective candidate, any person placed with your company by us whilst the person remains in your employment.

 

Obligations to the candidate

 

Subject to confidentiality at all times, all information on your company, the job and terms and conditions of appointment will be described to interested candidates accurately and objectively. 

 

We will respond promptly to candidate applications, but reserve the right to decline applications should we deem the application unsuitable or should they include inaccuracies of a deliberate nature.

 

Candidates invited to interview will be provided with information on how the assignment will proceed, and the likely time frame within the various stages will be advised to the candidates. Full directions to the interview venue will be provided.

 

Candidates will also be advised of the intended procedure with regard to qualification checking, reference taking and other investigative necessities and they will also be required to provide us with the necessary permission to do such checking.

 

Candidates will be informed as soon as reasonably practicable, whether they are being considered, or whether they are no longer under consideration for the post for which they have applied.

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