Service | Service Description | Standalone Service | Silver
Service | Gold
Service | Platinum
Service |
| SPECIFYING | | | | | |
Specifying
The Job | What does job success look like?
What are the key outputs?
Are they realistic?
What does the job look like, day-to-day, on the ground?
How does this fit with overall business success goals? |  | | |
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Specifying
The Ideal Person | What talents would an exceptional person possess compared to an average performer?
What are the critical cultural fit requirements?
What are the mission critical talents v. the “nice to haves”?
Do we really want “best of breed” or “above average”?
How much do “best of breed” v. “above average” get paid in the market?
What does our budget buy us (even in tough times)? | | | |
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| SOURCING | | | | | |
Sourcing
The Ideal Person
Cost Effectively | Where is “best of breed” or “above average” working now?
How do we attract a star performer to join our business?
What is the most cost effective way of sourcing the ideal person?
What is the correct mix of 50 to 60 different sourcing techniques that will give us the “best bang for our buck”? | | |
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Strategic Sourcing:
Planning &
Researching | Preparing a strategic Sourcing Briefing Document for our Talent Researchers.
Where is the ideal person working now or where did they work in the past?
Where do we find information on this person?
Undertaking the research.
Preparing a Research Summary that provides details of all prospective targets.
Completing this in a maximum of 3 days. | | | |
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Strategic Sourcing:
“Shoulder Tapping” | What are the different techniques used to approach targeted prospects?
What is the best mix of techniques for our target group?
Approaching targets.
Selling the job and the prospective employer.
Maintaining/amending records on our progress. | | | |
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Job Site
Advertising:
Planning | What is best practice for a job advert on a job board like Seek.com.au?
What advert formats and techniques will maximize the quantity and quality of responses?
What is the best mix of job boards for a particular job?
How do we optimise your spend? | | |
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Press Advertising:
Planning | What is best practice for a job advert in a press medium?
What advert formats and techniques will maximize the quantity and quality of responses?
What is the best mix of newspapers, industry journals etc for a particular job?
How do we optimise your spend? | | |
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Social/Professional Networking:
Planning | What social/professional networking sites can assist a recruitment exercise?
What techniques can be used to effectively link with job seekers? | | | | |
| SCREENING | | | | | |
Job Site Advertising:
Placement &
Management
| Placing job board advert/s on behalf of client.
Receiving applications.
Formally acknowledging applications on behalf of the client within 24 working hours.
Maintaining contact with applicants as required.
Formally rejecting unsuitable applicants on behalf of the client. | |
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Press Advertising:
Placement &
Management | Placing press advert/s on behalf of client.
Receiving applications.
Formally acknowledging applications on behalf of the client within 24 working hours.
Maintaining contact with applicants as required.
Formally rejecting unsuitable applicants on behalf of the client. | |
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Social/Professional Networking:
Placement & Management | Implementing the strategies that would connect your company and/or individuals within it with potential employees. | | | | |
Applicant screening | Identifying potential candidates from the applicant base to satisfy Job and Person Specifications.
Undertaking telephonic (and occasionally face-to-face) screening assessments with certain applicants to obtain further information. | |
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| Postbox Service | Providing an anonymous advertising and/or 'shoulder tapping' service for situations where the client does not wish to be identified. | | | | |
| SELECTION | | | | | |
In Depth
Behavioral
Interviewing | Comprehensive face-to-face interview assessing interviewees against a limited number of Key Selection Criteria (KSC).
Completion of Interview Assessment document.
Can be conducted with or without client being present. | | | |
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| Reference Checking | Skilled behavioural reference checking against Key Selection Criteria, required Key Performance Indicators and Competencies.
Reference checking against queries raised by Psychological Testing (where applicable)
Getting a feel for potential cultural fit
Selecting the right referees
Preparation of a Reference Check Report
Written 'thank you's' snet to Referees on behalf of our clients | | | | |
| Psychological Assessment | Selecting the most cost effective assessment tools
for candidate screening and/or in-depth assessment. Tests include personality, ability (IQ), team style, conflict management style, learning style, stress management profile, work/occupational preferences
Conducting required assessments.
Providing assessment reports.
Providing verbal commentary on report findings. | | | | |
Facilitating
Panel
Interviews | Preparing Interview Assessment Sheets for
client panel interview representatives.
Up-skilling client attendees on panel interview ‘best practice”.
Conducting short-listed candidate interview/s.
Scoring: rating and ranking. |
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Negotiating the Offer | Maximising the chances of getting the preferred candidate on board.
Negotiating remuneration and other conditions of employment.
Preparing draft Letter of Offer.
Preparing Employment Contract (for approval by client’s Lawyers.) | | | |
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INDUCTION | | | | | |
“Onboarding” | Many new employees, particularly senior ones, fail in the first 90 to 180 days of commencement? Why? Working with both Employer and Employee to maximize the chances of a successful marriage. | | | | |
