How we do it! - Recruitment Methodology
STEP 1 - Position Brief
:: Receipt of Job order via Client Visit, Telephone, Email.
:: Identify Company and Operational details
:: Conduct Cultural Analysis
:: Establish Timeframes for the Recruitment Assignment
:: Confirm Employment Conditions & Package Parameters
:: Review of Position Descriptions
:: Conduct Job Analysis Survey i.e. Position Benchmark (Where Requested)
STEP 2 - Candidate Sourcing & Screening
:: Database Search
:: Internet & Print Media Preparation and Placement of Advertising
:: Candidate Registration of Interest
:: Conduct Telephone Interview/Screen
:: Acknowledgement of Candidates
STEP 3 - Assessment - Validation of Skills, Security & Work Status.
:: Candidate Registration Job Related Skills Testing
:: Competency Assessment
:: Completion of National Police Check Documentation
:: Copies of Candidate ID, Visa & PR Status taken.
:: Copies of Qualifications taken where appropriate.
STEP 4 -Interpersonal & Descriptive Interview Approach
:: Interpersonal, Behavioural and Situational Interview Process Conducted
:: Comprehensive Comparison against Recruitment Specification
:: Determination of possible Cultural Fit
:: Consultant Feedback to Candidate (as appropriate)
STEP 5 - Job Matching Technology (Where Requested)
We offer a range of Pre-Employment Psychometric Assessments that measure Candidates against the "Position Benchmark" derived from the Job Analysis Survey to determine Technical, Behavioural, Motivational and Personal Attributes being sought in the successful candidate. These tools can assist the recruitment process through understanding the alignment of the candidate to Company Values, Behavioural and Personal Attributes being sought.
STEP 6 - Candidate Debrief
Debrief includes:
:: Preparing Candidates by providing them with a Realistic overview of the Work Environment, Expectations & Dimensions of the Role.
:: Appointment Schedules for Client Interviews for Short-listed Candidates
:: Helpful information in relation to transport & facilities.
We endeavour to provide all candidates with a comprehensive overview of our Clients business. This serves to minimise issues of time wasting and ensures only genuine candidates are presented.
STEP 7 - Reference Checking
:: Reference checks - Minimum of 2 with their Direct Functional Managers
:: Validation of previous 5 years working history - as a minimum.
:: Comprehensive written "Reference Reports" are provided to our clients.
STEP 8 - Additional Position Screening Requirements
:: Completion of Pre-Employment Medicals as required to Client requirements
:: Completion of Federal Police Background, Fingerprint Checks as required
:: Completion of Credit Background Checks.
STEP 9 - Candidate Placement
:: All candidate information including original copies of Applications, CV's, Interview Notes, Testing, Security Checks and Consultant comments are documented & retained in accordance with privacy legislation.
:: Candidates are placed against client job/person specification
:: Negotiation of Salaries in line with Client Boundaries
:: All offers of employment are made subject to requisite tests / checks meeting client requirements.
STEP 10 - Post Placement Monitoring and Experience Feedback
Quality service calls are made to both the Candidate and Client:
:: First Day Check
:: End of first week check
:: End of 4th week
:: End of Guarantee period (3 months)
Outsource Personnel will actively seek feedback in relation to the Quality and Effectiveness of this process and how this experience compares to others, This serves to help us enhance our model and continuously build and improve our Service delivery.