METHODOLOGY

We are experienced in all facets of the recruitment process, and are therefore able to recommend the most appropriate strategy to suit your specific requirements. Our recruitment system centres around the use of behavioural assessment methodology throughout all of the critical steps from specifying the position and person, through to final appointment. In this way we are able to ensure presentation of the highest calibre and most suitable candidates.

SPECIFYING

At the initial stage, we hold an in-depth meeting with you to help us build a thorough understanding of, not just the key hiring criteria and responsibilities of the position, but also the history and culture of your company and the working environment.

From this meeting, we develop a Position Description and Applicant Profile including behavioural requirements for the role.

SOURCING

Advertised Selection:
This is the most cost effective solution when targeting a large number of potential candidates. A well placed advertisement in the major print media can specifically target the dedicated job seeker and also the casual observer who is not necessarily looking for a position. Thus one is tapping into what is currently happening in the job market.

Executive Search:
Search activity is most effective for very senior appointments, highly confidential situations, or when targeting a small select group of candidates.

Executive Search is always approached with high levels of confidentiality and discretion and may involve:

(i) Quantitative Research where we identify potential candidates within the industry and those who have the necessary skill base;

(ii) Qualitative Research where we discreetly investigate the backgrounds of the above as to their suitability, using a variety of techniques.

In both Advertised Selection and Executive Search, we review our applicant database and access our network of applicants.

SCREENING

The assessment of candidates has become increasingly more sophisticated in the last few years, with many organisations now using behavioural assessment techniques. We tailor our assessment program to suit your requirements. Our techniques include:

Telephone Screening - this is often the first contact with a candidate when they telephone to enquire about an advertised position. Face to Face Interviewing - we utilise behavioural based interviewing techniques in order to elicit the proven compatabilities of applicants, and an in depth career profile.

Self Appraisal Questionnaire - behavioural questions are developed around the Key Criteria for success in each job, and candidates are invited to answer these specific behavioural based questions, at home in a relaxed and less pressurised manner, either prior to or after the interview.

Psychological Assessment / Behavioural Profiling - assessment of short- listed candidates is often recommended to assist in determining aptitudes, and abilities, whilst behavioural profiling will reflect the candidates willingness, desire and suitability to perform specific tasks and their cultural fit within your organisation.

Reference Checking - reference checking is tailored around the position requirements and competencies, as well as aspect of concern or areas, which need further clarification arising out of the above assessments. (We also recognise the preference for some clients to undertake their own reference checking).

Experience has shown that the above assessment techniques ensure that, not only does the candidate possess the necessary skills and attributes necessary for the role in question, but the individual is compatible with the culture of your organisation and behavioural requirements.