It may sound all very high falutin’ to go into print about a company’s philosophy but nonetheless there IS a YCL way of doing things which is recognised by our candidates and clients alike.

You will not see any YCL-branded ‘off-the-page’ advertising of vacancies. We do not subscribe to websites such as Monster or Jobserve and we most definitely do not undertake mass e-mailing trawls for likely candidates for our open vacancies.

Our approach is based on actually talking with our clients and candidates.

We have invested heavily in a bespoke database that we grow purely from word of mouth recommendations. This database is the lifeblood of the organisation and we take the integrity of the data it contains extremely seriously.

Why? Because we will contact everyone on our file at least once a year, in order to establish their current work status and career aspirations. In order to do this, contact, availability, security details and updates to candidates CV’s must be as accurate as possible.

Only with utter faith in our database can we move speedily to fill our clients’ vacancies, by speaking with the best candidates, already knowing their availability, security status and fit to the vacancy in question in terms of their experience and desired rate / salary and location.

Similarly with our clients, we like to be able to speak directly with Project and Programme managers, in order to gain a clear picture of the type of person they want, beyond the mere physical job description. Should the candidates we submit be gregarious? Possess attention to detail? Are there any other companies or projects successful applicants should have on their CV’s? Would clients consider a short-term contractor to fill a role? Are there any companies from which YCL can ‘headhunt’ exceptional candidates (N.B. ‘headhunting’ does not mean we double our fees to a client – this is activity is all part of the service we provide for the fees laid out in our Terms and Conditions)?