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FAQs for Clients

Recruitment is very time consuming, and the main reason why companies come to us, is for highly desirable candidates who are difficult to source.
We do all the hard work: researching and reaching out to talent, with the aim to present only between three to five highly qualified and motivated candidates who also are a good match for our client’s company culture.
All our recruiters come from the localization industry as hiring managers, so we have understand what our clients and candidates actually do and the challenges they face.

The most frequent compliment we get from our candidates is that we treat them well and take the time to listen to their needs and wishes for their next career move.

We abide by Employment Laws, the Data Protection Act and the Code Of Conduct For Professional Recruiters. This means that we never put forward candidates without their permission to a named company.

We charge clients a percentage of year one salary, which is invoiced when our candidate has signed the contract and is ready to start.
We give discounts for multiple hires in the same position, and if we get exclusivity on the recruitment.

We fill any types of positions, usually permanent or on longer term or renewable contracts. These range from industry-specialist translators, project managers, software engineers and testers, sales people, vendor managers and senior-level positions such as country managers, general managers, directors and C-level positions.

Our biggest asset is our internal database of candidates that we have collected over several years, which is consistently kept up to date. When a new job comes in, our first step is to send anonymous details to candidates who have registered interest in such a position in that location. In addition, our recruitment researchers search global CV boards and advertise on various industry-specific sites and use networking sites. We also get quite a lot of candidates by word of mouth within the industry.

 

Not really. We work with many different companies and we would be out of business if we go after their people after we have recruited for them. Headhunters typically only work for a few companies, and we aim to provide a service to any reputable company.

We will need a good job description outlining tasks, responsibilities, qualifications and experience needed, plus the salary range. We have generic job descriptions that we can send if you don’t have one. We also need to understand the company and its culture well, so that we can find a good personality match.

Usually it does not take longer than one or two months before an offer is extended to successful candidates. Thanks to our huge database of qualified and highly educated candidates from all around the word we have a substantial pool to select from for a wide range of positions. We are usually able to present our shortlisted candidates quite quickly to the hiring manager for interviews, by phone/Skype and  and face-to-face meetings. After two or three rounds of interview calls, meetings and background checks the hiring is often closed.

Whether we do this or our clients prefer to do this themselves, we recommend speaking to two to three former direct managers of the chosen candidate. Ask about performance, attendance, strong points and development areas. One of our favorite questions to a former manager is advice on how to best manage the candidate in a future position. Informal references from network contacts is also fairly common. For sales staff, it is good practice to ask candidates to provide proof of sales commissions (e.g. copies of paychecks) in order to double check their claimed sales performances.

According to our Terms & Conditions, our clients pay nothing up front and there is a three months scaled refund period. Should our candidates fail to perform we always try to find a replacement. For further details please contact us and ask for a copy of our T&Cs.

We certainly do. Thanks to our global presence and relevant knowledge of our recruitment team based in Europe, Asia and the Americas, we very often support our clients with employee compensation information. Having worked with hundreds of different client profiles we have a solid knowledge of local compensation models. We run and maintain updated databases of base salaries and bonus structures and rates for a wide range of roles.

FAQs for Candidates

When you have registered in our database through our website with your preferred positions and geographical locations, we will include you on mail-outs that match your requirements.

We don’t recommend that you send us an email with your CV as our inboxes are usually very busy.

We will treat your details with the utmost confidentiality and never pass them on to any third party without your agreement. Should your circumstances change, you can always update your profile online using your login details. If you are no longer looking for a job, just let email us and we will deactivate your account.

No, our service to our candidates is completely free of charge.

We abide by Employment Laws, the Data Protection Act and the Code Of Conduct For Professional Recruiters. This means that we never put forward candidates without their permission to a named company.

After you have applied for a vacancy online, the recruiter in charge will assess your suitability for that role based on your CV and inform you if you have been shortlisted for the next stage. Then he/she will arrange for a personal or telephone interview during which you will discuss your credentials, the company and the vacancy in greater detail.

If you and the recruiter decide that there is a good match, the recruiter will forward your details to the employer, together with a presentation letter describing your skills and suitability for the role. The recruiter will communicate the employer’s feedback to you and coordinate all further interview arrangements between you and the hiring company.

Generally speaking, our clients are not able to sponsor applications for a work permit/visa unless there is a proven shortage for a particular area of expertise in the country. When there are exceptions, we will include that in the job postings. For information on how you can obtain the right to work legally in any of the countries we recruit for, we suggest that you contact the local embassy of the country you wish to work in.

A good CV should be not too short and not too long. 2-3 pages is ideal, with more details about your most recent jobs. Remember to include achievements, not only responsibilities. Also include some details about specialist experience.

A cover letter is a good idea to expand on relevant experience. In our database there is a space for you to write a cover letter, and you can also upload one. If you would like a template of what an excellent CV should look like, please email recruit@larseng11n.com.

There are two general rules: know yourself and know the employer.

Before attending the interview make a list of your strengths, weaknesses, skills and career goals. Establish what you have to offer and have examples, scenarios and accomplishments prepared because you are likely to be asked situational questions.

Make sure you research the organization and the position well. Know why you want to relocate to that town/country. Write down questions to ask about the role and the company during the interview.

Company Name: Larsen G11n Ltd (‘the Company’)

Company Contact details: Inger Larsen (inger@larseng11n.com), Tel. +44 (0)207 274 9028, Eurolink Business Centre, office 83, London SW2 1BZ, UK

Document DP5A: Privacy Notice (when personal data is obtained directly from the data subject)

Topic: Data protection

Date: 25 May 2018

Version: 1.0

The Company is a recruitment business which provides work-finding services to its clients and work-seekers. The Company must process personal data (including sensitive personal data) so that it can provide these services – in doing so, the Company acts as a data controller.

You may give your personal details to the Company directly, such as on an application or registration form or via our website, or we may collect them from another source such as a jobs board. The Company must have a legal basis for processing your personal data. For the purposes of providing you with work-finding services and/or information relating to roles relevant to you we will only use your personal data in accordance with the terms of the following statement.

1. Collection and use of personal data

a. Purpose of processing and legal basis

The Company will collect your personal data (which may include sensitive personal data) and will process your personal data for the purposes of providing you with work-finding services. This includes for example, contacting you about job opportunities, assessing your suitability for those opportunities, updating our databases, putting you forward for job opportunities, arranging payments to you and developing and managing our services and relationship with you and our clients.

In some cases we may be required to use your data for the purpose of investigating, reporting and detecting crime and also to comply with laws that apply to us. We may also use your information during the course of internal audits to demonstrate our compliance with certain industry standards.

The legal bases we rely upon to offer these services to you are:

  • Your consent
  • Where we have a legitimate interest
  • To comply with a legal obligation that we have
  • To fulfil a contractual obligation that we have with you

b. Legitimate interest

This is where the Company has a legitimate reason to process your data provided it is reasonable and does not go against what you would reasonably expect from us.  Where the Company has relied on a legitimate interest to process your personal data our legitimate interests is/are as follows:

  • To provide recruitment services on behalf of our clients

c. Recipient/s of data

The Company will process your personal data and/or sensitive personal data with the following recipients:

  • Companies that instruct us to find candidates for specific job openings they have

d. Statutory/contractual requirement

Your personal data is required by law and/or a contractual requirement (e.g. our client may require this personal data), and/or a requirement necessary to enter into a contract. You are obliged to provide the personal data and if you do not the consequences of failure to provide the data are:

  • We will be unable to process you as a candidate for our job openings

e. Overseas Transfers

The Company may transfer only the information you provide to us to countries outside the European Economic Area (‘EEA’) for the purposes of providing you with work-finding services. We will take steps to ensure adequate protections are in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland and Liechtenstein.

2. Data retention

The Company will retain your personal data only for as long as is necessary for the purpose we collect it. Different laws may also require us to keep different data for different periods of time.

The Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services.

We must also keep your payroll records, holiday pay, sick pay and pensions auto-enrolment records for as long as is legally required by HMRC and associated national minimum wage, social security and tax legislation.

Where the Company has obtained your consent to process your personal data, i.e. name, contact details such as email address and phone numbers, current location, preferred locations and types of positions you are interested in, nationality, work permit status, language and technical skills, CV and profiling data, we will do so in line with our retention policy of keeping your details for up to three years. Upon expiry of that period the Company will seek further consent from you. Where consent is not granted the Company will cease to process your personal data.

3. Your rights

Please be aware that you have the following data protection rights:

  • The right to be informed about the personal data the Company processes on you;
  • The right of access to the personal data the Company processes on you;
  • The right to rectification of your personal data;
  • The right to erasure of your personal data in certain circumstances;
  • The right to restrict processing of your personal data;
  • The right to data portability in certain circumstances;
  • The right to object to the processing of your personal data that was based on a public or legitimate interest;
  • The right not to be subjected to automated decision making and profiling; and
  • The right to withdraw consent at any time.

Where you have consented to the Company processing your personal data ,you have the right to withdraw that consent at any time by contacting Inger Larsen as specified above.

There may be circumstances where the Company will still need to process your data for legal or official reasons. We will inform you if this is the case. Where this is the case, we will restrict the data to only what is necessary for the purpose of meeting those specific reasons.

If you believe that any of your data that the Company processes is incorrect or incomplete, please contact us using the details above and we will take reasonable steps to check its accuracy and correct it where necessary.

You can also contact us using the above details if you want us to restrict the type or amount of data we process for you, access your personal data or exercise any of the other rights listed above.

4.  Automated decision-making

Our Company uses automated decision-making. This includes profiling with your consent.

5. Complaints or queries

If you wish to complain about this privacy notice or any of the procedures set out in it please contact:Inger Larsen, contact details as above.

You also have the right to raise concerns with Information Commissioner’s Office on 0303 123 1113 or at https://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.