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Since 1979, Australia Wide Personnel has focused on specialist recruitment and human resources services for engineering, manufacturing and technical clientele.
The business handles permanent, casual, contract and temporary staff assignments and operates from offices in Melbourne, Sydney and Brisbane. We have an impressive track record in recruiting from the shop floor, through operations, administration and engineering to senior management. We are one of the major recruiters of professional engineering staff in Australia. Our finely tuned recruitment process is based on understanding and meeting client needs.
Human resources is our core competency, and in addition to recruitment, we offer a range of other human resources consulting services such as a human resources audit and improvement program, recruitment process outsourcing, payroll outsourcing and outplacement and retrenchment support services.
One of our primary goals is to build long-term partnerships with our clients. Remarkably, the average length of service of our consultants is around 11 years. Our history of retaining specialist consultants means 'the consultant clients and candidates deal with today, is likely to be the one they deal with well into the future'.
We operate through the following specialist divisions:
Candidate Care Program
We aim to give our candidates accurate details of positions and of their application status. We ensure that our interviewing and selection techniques comply with relevant employment and privacy legislation. Extensive reference checks are normally conducted by speaking to business referees nominated by the candidate. We further aim to advise candidates of the outcome of their application as soon as the client advises us.
Where appropriate, we take the time during interviews to assist candidates to enhance their interview techniques, presentation and communication skills. When we believe a candidate is not appropriate for a role we will inform them during our interview.
We conduct a post-placement follow-up process through telephone contact with the candidate and the candidate's immediate manager during the early stages of employment, and address any concerns that are raised.
Client Care Program
We maintain constant contact with client representatives enabling us to develop strong relationships, which centre around two-way feedback. We seek to understand the culture, corporate mission, vision and values, and their organisational structures. We follow a perpetual follow-up process, which is maintained within our recruitment management software. All conversations and tasks are entered into this system as they occur. In addition, we have an 'after sales service' process in place, which prompts us to regularly follow up candidate performance with the client over a period of three months. Our database enables us to extract follow-up tasks so that we can measure progress by consultant.
Database
We operate the FastTrack recruitment management software system, which incorporates database management. It stores and integrates all client and candidate information including resumes of those candidates who are most appropriate to our area of business and considered to be of value to clients. Candidate information includes key skills for speedy identification and retrieval of resumes by utilising an intelligent search robot tool to scan for key words. Client information such as vacancy details and candidate referrals are also stored. We can further retrieve key data for client reporting purposes. Our client and candidate care activities are central to this system.
Our consultants constantly update FastTrack by adding new candidates and ensuring that existing candidate skills are accurately entered.
Selection Process
Our recruitment process is based on understanding customers' and candidates' needs.
We begin with a frank discussion, preferably at your premises, in order to gain an appreciation of your
business and understand your recruitment needs. We then prepare a detailed position description and
candidate specification.
A list of candidates specifically identified for your position can then be established from our
comprehensive databases and through selective advertising.
After advertising, we receive all enquiries and conduct interviews. We are very conscious of allowing
our candidates every chance to perform at their best and so we train our consultants in behavioural
based interviewing. Through behavioural style interviews our consultants ask questions that seek to
identify a candidate's past experience in relation to competency based ideals that we seek for the
position being offered. This gives the best guide to predicting future performance, by aligning it
against past performance.
We will then recommend a short list, forward resumes and arrange interviews that suit your schedule.
After you have conducted initial interviews we will thoroughly check references. Once the integrity of the
referee has been evaluated, the reference checking process involves probing with tailored questions.
The response should reflect an objective review of the employee's work performance, competencies,
achievements and character. Our reference checks are designed to seek behavioural examples in the
referee's response.
Following reference checks we will offer salary advice, mediate offers, inform all candidates of the
outcome and provide a follow up service. Skills assessment and psychological testing can be arranged as
required.
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