Methodology

Build a recruitment process that aligns with market feedback, has the speed to catch the best talent and only allows the highest quality candidates through the door

A good process produces good results. We focus on helping our clients build the most effective recruitment process to attract the highest quality candidates in the market. We encourage our clients to use real time market feedback and build in the flexibility to move as quickly or as slowly as the market allows. In our experience we have seen clients lose excellent candidates because their process has let them down. We don’t want you to suffer the same outcome.

Real time market feedback

Use the real time market feedback to offer the salary needed to attract a high quality candidate. Don’t enter the market with unrealistic salary expectations, this wastes time and money for all involved

Market driven expectations

We set client expectations based on the realities of market demand. It is important to estimate the expected number of offers that a given profile will receive based on how “hot” or “cold” the market is at any given time. Often the market moves very quickly, if you are not prepared for this, it is likely you won’t get the best available candidate.

Ideal candidate process

We survey the client for a profile of the ideal candidate through the eyes of the hiring manager. This is a key reference point when we are judging the quality of each candidate and progress towards our hiring objectives

Regular communication of progress versus KPIs

We provide a weekly presentation of KPIs on contacted candidates and profile responses, with expected timelines

Align values, cultural fit & technical competencies

We recommend that our clients carry out a three stage interview process that is geared to establish alignment of values between the client and candidate, cultural fit and technical competencies

Minimize bad hires

We have found that we are most effective at this when we have:
● Three different interviewers: the recruiter, the hiring manager or team and the technical interviewer
● English validation test carried out by an external English teacher
● Clients choose from a minimum of three qualified candidates for their final decision when filling a role