Our Proprietary Recruitment System
The Eden Ladder™
Our unique & self developed eleven step psychological recruitment methodology that provides a highly sophisticated and systematic approach to talent acquisition.
Clients
Candidates
What is The Eden Ladder?
Our founders Miles & Jamie adopted a 24 step executive search methodology from their previous companies and have developed this into our own unique recruitment process called The Eden Ladder™. We all know that candidates and clients are often treated like numbers at recruitment agencies and we knew that we never wanted to be like other recruitment agencies in this way. The Eden Ladder™ paired with our values, specialism and expertise is really what sets us apart.
The Eden Ladder™
A partner that is “plugged in” to the insurance industry – our network, brand, reputation and expertise within Claims Recruitment is the bridge for you and the candidate to connect. Carved out from hard work, passion and understanding - this is the perfectly level, rock solid foundation on which we start our journey.
Here is where we take our first step up The Eden Ladder together, where we put our mind set into the thoughts, feelings and expectations of claims talent. The questions and knowledge that are essential to claims professionals are asked, extracted, analysed and understood. The same is then carried out within the thoughts, feelings and expectations of your business & team, using our expertise to understand the various profile types that will hook you in. It is during this step that we begin to form our market sales pitch and mould our approach as ambassadors to your business. We also ensure that we have a full understanding of your process and what to expect as we progress up The Eden Ladder.
Is your opportunity and remuneration in sync with market expectations/conditions?
In this step we create a competent and full candidate map which outlines who your competitors are and the best talent that matches your requirements. This is developed in various methodical stages starting off with network; who are the people we know, have been told about and who we rate with the skill set you’re looking for. Next is an in-depth review of our database and physical networks; garnering both active and passive candidates with the right skill set. Thirdly is a deep dive across digital platforms and partners; including analysis of competitors websites, LinkedIn, job boards and other online resources. Our fourth step is; “moles in the market” – various insurance professionals, typically senior individuals who we have developed relationships and trust with will provide their insight & opinions. Next is advertisement; we strategically place adverts in the digital space that attract the best of active talent. At no. 6 is; marketing, using specific digital marketing techniques we boost our network of suitable talent around active assignments at any given time. Finally, a technique known as “gambit”; this is where we make specific enquiries into your competitors’ businesses to extract information on suitable talent in a highly discreet way. At every touch point we guarantee to go the extra mile and garner referrals, references, opinions and insight which may help give you a better picture of the market reaction to the job and an insight into the teams or company’s reputation.
Utilising the developing research in step 2 we approach the best talent in a highly confidential, consultative and honest way. This is either by or a combination of; face to face, phone, video, E-mail, social media, text etc. We take an ambassador style approach to ensure every potential candidate feels comfortable, valued, special and that they are speaking to an expert in a highly discreet manner. Once assurances are made and trust is built, we guide our conversations around step 1 and listen carefully to the candidate, asking the right questions and providing the right information to ensure the candidate and client are a match. Questions such as “have you thought about your career in the last 3 – 6 months?” and “have you considered a move recently?” are asked, analysed and understood. In every conversation with both you and the candidate we are looking to resolve any concerns, issues or thoughts that could cause conflicts or hurdles early on so that if those issues do arise, we are able to quickly address them and move on or part ways with the candidate if such concern is too large to overcome, after all you’re not on this journey to have your time wasted and neither are our candidates.
At this point, a developing and strong long list of candidates begins to emerge. Each suitable candidate is asked a variety of poignant questions which allows us to understand the following; Their concerns, if any, in their current job/company, their motivators for starting their career journey with you and ourselves, their specific skills in relation to LOB, technical expertise, soft and interpersonal skills as well as career ambitions. Within this step we review and assess their CV working with them to bring out the relevant skills without bending any truths and remaining 100% honest. We prepare their application and rationale for you whilst preparing the candidate for joining us on the journey to potentially their next career goal. We also now begin to assess the strengths and weaknesses of each candidate as well as their motivators and concerns which gives us an early indication of which candidates may be the most (or least) suited for your business.
Is the candidate interviewing elsewhere? If so, what stage are they at and how do they feel it compares to your opportunity?
Prior to the first interview we prepare each candidate with an interview briefing call where we will share as much insight as possible to give them the best chance to bring their best self to the interview. We also ensure that every candidate has a copy of our interview skills pack and video interview skills pack if applicable. This we find is another chance to assess their feelings and thoughts about progressing in the process and to try to put them at ease and give them confidence. We prepare each candidate on the following; your company, team, culture, values, financial reports, current affairs, their CV, relevant technical, leadership, communication, analytical, soft and interpersonal skills. We coach them on a proactive competency approach based on the STAR model by encouraging them to really think deeply about what the core competencies are for the position, what examples they have of these skills and how to best build these examples into a strong tool for the interview. We also coach them on breathing, tackling nerves and body language. We will also prepare you the client for each interview, highlighting things such as if the candidate is passive or active, if they are below, on or above budget, what their strengths/weaknesses are and any other relevant information that will allow you to tweak or tailor your interview or sales pitch to them.
Post first interview we debrief the candidate requesting a call from them either straight after or as soon after the interview finishes as possible, this allows us to gain “rawer” or “gutfeel” feedback as they will not have yet had time to dwell and reflect much on the questions/their answers. Here is where we really dive into the psyche of the candidate. We ask what the positives & negatives are, if any questions were difficult or if they could have answered a question better, how they interpret the role, what they think of the interviewers, what your company can offer that their current can’t, if there are any outside factors to consider such as location, family or other personal considerations. Here we also begin to assess how committed they are and if there is a lack of commitment why that is and if we need to coach them more around preparing to move jobs, it can be a life changing event after all. We introduce in this step the counter offer counselling concept and look to ascertain a candidate’s true bottom line in terms of salary. There are a lot of questions and listening that takes place in this call to help us understand not only if the candidate is right for the position but that they’re actually ready to take the leap to join your business. After this we will take as much detailed feedback from you on the candidate, address any concerns and pass back the candidate’s feedback to you for reflection. Ultimately at this step we are looking for the two following scenarios; Both candidate and client provide extremely positive feedback with a view to progress OR; candidate provides positive feedback but details specific reasons why it is not the right opportunity for them to which we then report back to you. Sometimes the role isn’t right for the person despite initially looking this way, this step allows us to essentially bring only the most suited, motivated and best matched candidates to 2nd interview, ultimately saving you time and giving you peace of mind that any candidates coming to subsequent interviews are there for the right reasons and have the skills you require.
At this point in our journey, we’re really beginning to understand who is the best candidate for you and what the market thinks about the opportunity and your business. We take time to understand which candidates are progressing and why, which aren’t and why, what the market insight and feedback is telling us and if we need to revisit step 3 for a short period or not. A key part of the process where we both need to be on the same page and happy with the direction, we are going in. We will spend more time at this point with candidates who are moving forward again touching on points such as are they ready to make this move, are they susceptible to counter offer, what are the key remuneration factors in their current package that may/may not put your offer out of kilt etc. Candidates who are not progressed are given direct and constructive feedback that we have collected from you, this is done in a human and positive way, we will always want to continue our relationship with these candidates and we know that you will want them to have a positive experience throughout even when they are unsuccessful.
Much of step 5 is revisited at this stage, a further in-depth coaching session on interview preparation takes place and we reinforce the positives with the candidate and yourselves ensuring we are identifying any concerns or questions and if so that they can be addressed and alleviated at the earliest point. In terms of the differences to step 5, for you as the client we will really begin to understand a candidates remuneration package and start to compare and contrast your remuneration package which will help you to understand what an appropriate offer might look like for each candidate. For the candidate we really continue to dive into their motivations, the reality of leaving their current job and what the future will look like with you. We’re encouraging, supporting, lending a hand and informing both you and the candidate efficiently up The Eden Ladder. We’re here to get any question asked and answered at this point no matter how insignificant or significant it might sound. If there are 3rd and 4th interviews during your process, we will ensure to carry out these steps each time ensuring positive momentum is maintained on both sides.
We’re now starting to see the potential for fulfilling your journey but first we will revisit the actions in step 6. Further to this we ask the candidate specifically designed questions to extract the positives, negatives, concerns, unanswered questions and ensuring they feel comfortable and confident that your job is right for them and that they are getting prepared mentally to move jobs. We dive into further counter offer counselling and revisit their original concerns about their current job and company, we are psychologically preparing the candidate for the next steps and end goal. We will then share this information with you and ask any unanswered questions from the candidate. We now start to work towards what a potential offer might look like and how the candidate may react should this happen. We ensure that a breakdown of the candidate’s current remuneration package is compared and contrasted with your remuneration package so that we are able to discuss and agree that we are valuing the candidate against the position appropriately.
Have we answered and alleviated any concerns, questions, issues or underlying factors that may cause you or the candidate to not progress?
The previous steps we have taken will ensure you of two things; the candidate is the right person and the job is right for them. We are able to agree on a remuneration package that is appropriately valued against the candidate’s experience, the market and the position. The hard work we’ve all collectively put in during your journey should ensure an easy decision for both you and the candidate. Sometimes however we may need to work closely with you and the candidate in order to meet in the middle or find common ground when it comes to an offer. Once we have taken the details of the offer from you, we put this to the candidate and coach them to a point where they are able to verbally accept. At this stage the candidate awaits a formal offer letter and/or contract from you, we ensure that the candidate reviews these documents rigorously and is comfortable in signing and returning to you. We’re now almost at the top of The Eden Ladder and near the end of your journey.
Following the steps of The Eden Ladder, we will have reduced the risk of counter offer drastically. Has the candidate been counter offered?
At this point we will work closely with your chosen candidate to ensure that they have the confidence to hand in their notice, agree or negotiate this and firm up a start date to join your business. It is common for a candidate to experience a wide range of emotions both within themselves and from the people around them. We coach the candidate to come to the realisation that they have made a big and sometimes life changing decision and that there are strong reasons for doing so. We discuss with them if any counter offer scenarios have occurred and speak to them about their experience with their line manager and their team to see how they have reacted and how this may have affected them. We will report much of this information back to you and will regularly check in with both you and the candidate to ensure a smooth transition into what is the best person hired and a candidate with their new dream job. We’ve now reached our goal and have completed The Eden Ladder.
The best possible person joins and flourishes with the ideal business, providing exceptional and exceeded value to the person’s career and the client’s business.
Benefits to Both the Client & Candidate
The benefit of our unique psychological recruitment methodology, is that it provides a highly sophisticated and systematic approach to talent acquisition that ensures fairness, respect and the best outcome for both Client and Candidate.
This proprietary process ensures:
Psychological Profiling:
A deeper understanding of candidate motivations and fit for the client's organisational culture and values.
Strategic Alignment:
Candidates are not only matched by skills but also aligned with the strategic direction and specific needs of the client's business.
Quality Assurance:
Each step of The Eden Ladder is designed to rigorously vet candidates, ensuring only the most suitable professionals are presented.
Risk Mitigation:
By assessing potential counter-offer risks and other factors, The Eden Ladder helps secure committed candidates, reducing turnover and associated costs.
Exclusive Process:
Clients benefit from a cutting-edge approach not available through any other recruitment service, offering them a unique competitive advantage in securing top claims talent.
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Avoid the Search Struggle. Discover Your Perfect Claims Connection
Wave goodbye to the frustration of endless searching and uncertain outcomes. Whether you’re an employer seeking exceptional claims talent or a professional aiming for your next career peak, Claims Recruitment Services is your ally. Benefit from our tailored approach and in-depth market knowledge that leads to precise matches and satisfying results. Get in touch today, and let’s start a conversation that moves your business or career forward.