Our approach is to:
We will manage the offer process through to 'deal finalisation' on your behalf and maintain an ongoing liaison with the successful candidate, both up to their start date and beyond.
Where a generalist skill is required, or where the audience is likely to be large and beyond the scope of a search, advertising the position may be appropriate.
The benefit of advertising is that it ensures the position is communicated to a breadth of candidates across a range of sectors and in a variety of geographic areas.
Working with you we aim to address all of these questions. Advertising is not simply a process of framing a few words and publishing a professionally recognisable job title.
We reduce the amount of time and effort you have to commit by: -
We will manage the process through to offer and 'deal finalisation' with the candidate and maintain a liaison to their start date and beyond.
Questionnaires help employers to:
learn things about candidates that would not have been evident at interview
provide a more objective view of candidates
make effective matches of jobs and people and avoid the expense of making poor selection decisions
Research and results from job analysis indicate that up to 70% of attributes associated with success at work are dimensions of personality rather than ability.
How often do recruiters talk about the "chemistry" or "fit" of a candidate and how some candidates, with excellent technical experience, just wouldn't fit into the team? How often is a candidate selected without looking at the "fit"?
A Personality Profile will assist in the structuring of interviews and allow emphasis to be placed on the most relevant attributes for job success.
We can administer and interpret the SHL Occupational Personality Questionnaire (OPQ) for you
Aptitude tests are now used extensively for job selection. They are a powerful aid to assist in the selection of those who are best suited to the demands of the specific job.
Research suggests that the use of such tests increases the chance of selecting the right candidate by up to 4 times.
Tests are objective because candidates are treated equally and third party validation has confirmed they: -
Tests will support and enhance your interview and include verbal, numerical, spatial, diagrammatical, mechanical and critical thinking.
We utilise the range of battery tests developed, and provided, by SHL