We will want to gain an intimate understanding of your business and the position requirements. This includes understanding how performance will be measured and the reward structures that exist in your business. We will also want to understand your unique business culture and strategic goals.
We utilise best practice “Performance Based” interviewing and screening techniques to separate excellent performers from those that are average. Performance profiles focus on the question “what will the person have achieved in the job to be considered great”.
We will be looking for evidence that candidates are able to meet the job requirements by examining past performance and matching this with the performance profile for the position. This is a different approach to “behavioural based” interviewing and is generally considered more effective.
One of the most important parts of the process, this is often neglected. We insist on speaking to referees who are former direct managers and who are able to comment on the job performance. Peer and character references will not be accepted.
Clients can select from a range of numerical, verbal and abstract reasoning and personality tests. The results of testing are often useful in confirming the correct choice of candidate
We utilise search methodology to source candidates which closely match the performance profile for the position.