Seltek Consultants are a specialist scientific recruiter focusing on commercial functions across Europe. Founded in 1985 they have built long lasting relationships with both candidate and client, allowing us to provide highly accurate search results at high speed.
The clinical research division works closely with select CRO’s sourcing high caliber candidates across a broad range of disciplines including clinical monitoring, project management, data management, registered nurses and physicians – from entry to director level.
Our Service to Candidates
Candidates are assured of a confidential service and personal details or CVs are never sent to any third party without prior consent.
Seltek Clinical Research will work with candidates to identify the most appropriate opportunities and companies that match their specific requirements. If your ideal job is not available immediately we’ll go and search for it on your behalf using our extensive network of contacts within clinical research. Candidates will benefit from a proactive service offering access to the best jobs in the clinical research market.
Our service doesn’t stop there…we assist with CV writing, interview preparation, salary negotiation, resignations, counter offers and contract finalisation. Your consultant will keep in touch with you until you start your new job and remain in contact on a regular basis during your first six months. Any problems that arise during this time can be handled by the consultant on your behalf if required.
Our Service to Clients
Specialists in Search and Selection
Seltek Consultants was established in 1985 and since our inception we have specialised in specialist scientific recruitment, and the highly successful Clinical Research division, established in early 2000, focuses on the needs of Pharmaceutical companies, Clinical Research Organisations and Site Management Organisations.
One of the key differences between Seltek and agencies is that we source our candidates not only through advertising, but also by direct search methods. The result is that our candidates are not the unemployed and unhappy people who need to be in the job market, but the happy and securely employed people who are currently successful at their jobs, but who can be persuaded to consider advantageous career moves, if approached in the proper manner by a professional recruiter. And one of the key differences between Seltek and other dedicated search firms who work on an assignment basis only, is that we keep and maintain our records and scrupulously update them, so that we have continuous contact with all our candidates as they progress in their careers. The result is that we are aware of all the main players in each of our specialist fields, and can therefore provide to our clients the speedy and accurate service of identifying people with rare and unusual skill sets.
High Technology Approach
The human skills which we apply to our work – perceptive questioning and understanding of both client and candidate requirements – are amply backed up by one of the most powerful and sophisticated software systems available. The number one seller in America, it is an exceptional search engine specifically designed for the recruitment market, enabling us to use its unique ‘fuzzy logic’ method to identify suitable candidates from the 30,000 records we have available to us.
The Personal Touch
As employers ourselves, and not just providers of recruitment services, we know how important people are to any organisation. We understand that it is crucial to hire people who can not only perform to the high standards required to survive in an increasingly difficult and competitive business environment, but also to find people who fit in with your team. This is why we make every effort to ensure that the people we recruit for you are not just winners, but your type of winners. Personal interviews, reference checking and psychometric testing are all methods used in our selection procedures, as a matter of course.
Seltek Consultants use three methods when recruiting staff for clients:
1) Database Search
When the requirement is for a speedy solution to a recruitment problem, and it is not necessary to hire the very best person that can be found, then this is the method to choose. Seltek’s database was established in 1985 and has grown to 90,000 + records. Every person has been interviewed either over the telephone or face to face, and personal assessments can be given. By using the latest technology in bespoke recruitment software, we are able to identify candidates for virtually any clinical research position, and we would be disappointed if they didn’t at least make the second interview shortlist. Furthermore, you can expect a response within days if not hours, and you don’t pay anything unless you engage one of our candidates.
2) Advertised Selection
If you have several positions to fill simultaneously, or you are looking for people in several geographic locations, then we recommend advertising. We are happy to handle the entire project and present you with the final shortlist, or to work hand-in-glove with you at every stage, whichever approach suits you best. In these cases we do work on a retained basis, but we reduce our standard fees which are charged in three tranches – one third upon acceptance of the assignment, one third upon interview, and the final third upon offer/acceptance. Advertising costs are borne by the client, but we are happy to pass on the discounts enjoyed by recruitment companies.
3) Executive Search
For difficult-to-fill positions, or positions where absolute discretion is required, or when an exact skill-set must be found, then retained executive search is the method of choice. Only by approaching recruitment in a focused and dedicated manner, can one discover not just the best of the people who are currently available in the job-market, but the best person in the relevant field altogether.
One of the key benefits of using Seltek Consultants’ retained services, is that we can if necessary use any combination of the three methods simultaneously, to provide the very best results for our clients, both in terms of speed, accuracy and value for money. Most of the candidates on our database were discovered at one time or another during an executive search assignment. These people therefore are not the unemployed or unhappy people who inhabit other databases. These people are generally happy and successful in their jobs, but who have made clear to us the circumstances when they would be prepared to consider making a move. Therefore, when we are engaged to conduct an Advertised Search, we will augment the results of the programme, by targeted headhunting, and of course an extensive database search as well.