Presented by Storm Recruitment Solutions LtdDeveloping Client Relationships

About Storm Recruitment Solutions Ltd

Storm Recruitment commenced tr ading in October 2005. Our directors have in excess of 20 year s experience gained wi thin the recruitment industry.

Our areas of expertise encompass both skilled and unskilled industrial, commercial, driving and technical contractors.

Our expert team at Storm Recruitment offer both specialist and generalist recruitment services fully meeting each of our client’s unique requirements, our consultative approach is supported through honest communication, feedback and continual process improvement and service reviews. It is our intention to provide the best possible services to all who are associated with Storm.

Our directors adopt a hands on style whil st remaining key strategists in the business, they identify potential clients to compliment the business, they fully suppor t and develop both consultants and account management staff and r emain focused on continuous improvement of both internal and external client system processes. They ensure we remain competitive in an ever-changing and challenging marketplace.

Company Values

Our Clients – it is our intention that our clients will be unable to distinguish between their own employees and our temporary or contract staff. The staff we supply should always be of equal orbetter quality than their own staff. The interaction with our clients should be an enjoyable experience for them as well as us.

Satisfied Temporary Staff – we strive to utilise the full potential of our temporary staff place and them i n the most sui table place ofwork for them. This will assist their satisfaction and enjoyment of the position they hold therefore they will hopefully remain loyal to Storm Recruitment and our clients.

Honesty – we also provide our temporary employers and clients with honest information and feedback. Our clients and temporary employees have the right to ask us questions regarding any aspect of our business or their assignment. It is important that we provide information to our clients and candidates that is easily understood and not misleading or complicated.

Selection Process

Pre-Screen

Initial assessment of suitability, availability, work history and

work ethic

Full Registration

Full registration pack, bank details, contract for services,

provision of references

Face to Face Interview

Covering work history, gaps in employment, skills and

experience. Verbal reference check procedure

Skills Assessment

Client specific testing for example manual dexterity,

visual accuracy.

Available Candidate Pool

Ad-hoc and specific skill or low skill bracket work

Office Based Induction

Temporary Contractor Handbook, Our expectations of

the temp, Working Time Directive – holiday pay, Staff

benefits

On-Site Induction

Site video, Health and safety induction, Manual handling,

payroll procedure, surgery times

Rejection

Invalid work permits, or unsuitability to work on contract

Rejection

Unexpected gaps in employment and work history,

medical grounds, incorrect qualifications etc

Quality Management Programme

Employee Care

Candidate Attraction

• Local newspaper advertising – client branded and unbranded• Specialist media advertising• Internet Recruitment• Recommend a fr iend to our existing database of candidat es• Radio advertising – client specific• Direct access to Universities and Colleges• Open days / eveni ngs and exhibitions• Direct mail campaigns to candidates wi th previous experience within your industry• Direct advertising with the local employment services• Working with companies that are looking to relocate or close to assist in the zzrelocation of the staff concerned• Word of mouth through highest quality service to temporary staff• Working with high profile clients offering competitive pay rates and attractive zzworking conditions• Walk in business through the doors of our office

Temporary Welfare & Retention

We are only as good as the team that r epresents us and as such S torm recognises the value of developing good relationships with our temporary contractors thus maintaining a motivated and sat isfied workforce. Retention of candidates ensures continuity, which is vital to the success of our relationship.

• Safety Products – We can supply our staff with dual band high visibility vest, T-Shirt, zzfleece jacket and steel toe capped boots.• Subsidised Transport – Where necessary we can operate transport for our employees

• Fair Pay Rates – We monitor market rates to attract and retain high calibre of staff. Parity zzbetween agency pay rates on dual supply sites is also essential.

• Assignment Briefing – Our expectations of t he employee are discussed prior to the zzstart of any assignment.

• Regular Reviews – We provide an on site “surgery” in which we would have an zzopen door policy to encourage anyone who has any issues to discuss them with zzus on site.• Quality Management Programme – We encourage open and honest zzfeedback from our temporary staff, covering our service and zztheir assignment.

• Incentives and Loyalty Bonuses – We recognise the value zzin rewarding staff. We frequently run incentives or zzcompetitions for them.

Critical Success Factors

• Open and honest communication – We encourage an open culture between our clients zzand employees.

• Investment of our time in your business – Our Contract Manager will spend time zzlearning from you about your business.

• Feedback and review opportunities – Analysing the contractors’ performance.

• Commitment to quality – Supported and developed through the reviews and zzmanagement report information.

• Attracting volume candidates – Through volume we can select quality applicants well zzsuited to your environment and roles.

• Stringent selection – In line with those currently utilised for your direct recruitment zzprocess.

• Management Information Reports – Accurate and useful statistical zzinformation provided to you for your evaluation.

• Continual process improvement – “our mistakes are our zzcompetitors gains” Ongoing evaluation and assessment to remain zzcompetitive in our market place.

Quality Management Programme

Our goal is to work in partnership with you to continually review, develop and improve our service. The process that supports this is one of review and feedback through the following evaluations.

• Temporary Staff Evaluations

• 4 Hour Check – A quality call to team manager to discuss the employee’s start.

• Starter Survey – Assessment and feedback on our recruitment services ad the induction zzprocessess, completed at the first weeks surgery.• Month One – Appraisal of employee’s performance and attendance.

• Quarterly - Re-appraisal the employee ’s performance and attendance, and our service zzlevel review.

• Exit Interview – Identify reasons for leaving, suitability for position, and thezzenvironment.

Service Level Agreement

The service level agreement identifies and sets down agreed key results areas. Examples that could be included are:

• Average weekly days worked per temporary worker

• Maintain quality through the quality management programme

• Supplied quality and required numbers within pre-identified timescale

• Minimum agreed response t ime for provision of labour

• Honest communication when we are not able to comply with the timescale given

• All temporary workers placed on site to have met minimum selection criteria and zzskills assessment

• Provision of a dedicated Contract Manager

• All invoice queries to be raised within set timeframe

• Agreed notice to be given in area of temporary to permanent transfer

• Measure the actual recruitment of staff against the plan

Legal Implications

As an employer we have a responsibility to make sure we compl y with all government legislations and this responsibility is not taken lightly. We provide as a minimum:

• Employers Liability insurance to £10,000,000

• Commitment to all Employment & Associated Laws

• For the avoidance of doubt throughout the entire temporary employment process all zzemployees are employed by Storm and as a result all disciplinary actions must be dealt zzwith by Storm this is to ensure that you the client can not be considered as the zz“employer” for Employment Tribunal purposes. Also once as employee is employed zzfor longer than 12 months they are potentially entitled to statutory notice of zztermination of contract.

• Public Liability insurance to £5,000,00

Sexual Orientation and Religious Discrimination Act

Disability Discrimination ActData Protection Act

Sex Discrimination ActRace Relations Act

Health & Safety at Work Act Rehabilitation of Offenders Act

Equal Pay ActAsylum and Immigration Act

Working Time RegulationsThe Employment Act

Going Forward

• We are an Independent company wi th autonomy and flexibility to respond to and work in zzpartnership with our clients to meet their individual requirements.

• Our aim is to gain your commitment to a business par tnership that benefits both parties

• Develop an understanding of your roles, culture and business

• Dedicated Contract Manager to job shadow a gain a full understanding of the zzrequirements of each role where appropriate

• Implement an adver tising strategy to attract the right quali ty candidates

• Create in conjunction with yourselves a Service Level Agreement of measurable and zzacheivable goals to enable your organisation to achieve its business goals.

• Agreed terms and Conditions of Business in line with the strategic goals of our zzbusiness partnership

Contact Information

Company Director

Kim Phillips Tel: 0870 160 1883 Email : kim@stormrec.co.uk

Industrial Recruitment

Rachael Christie Tel: 0870 160 1883 Emai l: rachael@stormrec.co.uk

Benjamin Green Tel: 0870 160 1883 Email: ben@stormrec.co.uk

Driving Recruitment

Kim Phillips Tel: 0870 160 1883 Email : kim@stormrec.co.uk

Business Develo pment Manager

Leonie Sands Tel: 0870 160 1883 Email: leonie@stormrec.co.ukOffice Contact Details

4a High Street, Fareham, Hampshire, PO16 7AN

Tel 0870 160 1883 Fax: 0870 160 1885