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.