Tailored Staffing Solutions
Our 12 Step Talent Search Process
Many clients underestimate the time and effort involved in a thorough recruitment process. It goes far beyond simply posting an ad on Seek and hoping for the right candidate to apply. A comprehensive search involves multiple stages of sourcing, screening, and headhunting — often repeated several times to find the ideal fit. Depending on the role, this process can take several weeks as we work diligently to ensure only the most suitable candidates are presented for interview.
To give you full visibility of what’s involved, here is an outline of our 12 Step Talent Search process — a structured, proven approach designed to deliver the right people for your business.
Pre-Screening Tasks
Advertising – Campaign administration and advertising tasks completed within 24 hours of receiving/completing a full brief on a new vacancy. The position is posted on 5 job boards, including Seek, our company website and other social media platforms by our office manager.
Headhunting and Networking – Tasks scheduled or started within 48 hours of receiving a full brief. A full talent pool search is conducted of our database, the Seek database and suitable candidates are also identified on LinkedIn with direct contact made. The opportunity is outlined and their eagerness for a career change is determined. On average 75% of employees are either looking or interested in new opportunities, the key part is to identify their needs and fulfil them.
Our 12 Step Talent Search Process
1. Preference Interview
All applicants are initially screened before being invited to participate in a full preference interview, which can take 45 minutes to one hour. I have a set interview questionnaire and am happy to add any additional questions. The interview focuses on specific information i.e. Detailed employment history, tenure, product knowledge, skills and abilities, industry knowledge, motivation and drivers, personal circumstances, reconfirming remuneration expectations, availability, situational questions and scenarios and if relevant visa states.
2. Report Preparation
Once the preference interview has been completed, we prepare a full report outlining my findings, this will include the technical understanding of the candidate, the reason they are seeking new employment, career aspirations, salary expectations and their alignment to the role they are applying for.
3. Shortlist
Once all candidate interviews are completed, we present the short list of candidates with reports and resumes to you for review, and follow up with a phone call or MS Teams meeting to go over the candidate's background and answer any questions or concerns.
4. Client Interviews
Once candidates are selected from the shortlist for interview, we provide them with a thorough briefing — including dress code, job description, company background, interview preparation, and presentation tips. We also give them the opportunity to ask any final questions prior to the interview.
We coordinate all first and second-round interviews between the client and candidate. After interviews are completed, we collect and share candidate feedback with you, while also seeking your impressions and addressing any concerns. If needed, we follow up with the candidate to provide further clarity or responses to specific queries you may have.
5. Candidate Rejection
All unsuitable candidates who have been through the interview process are informed of the decision not to proceed. This is done in such a way that they are provided detailed information and feedback so that, your reputation and the integrity of the candidate are protected.
6. Reference Checks
Conduct detailed reference checks relating to skills, competency, areas of improvement and the candidate's integrity. We also have a third party conduct relevant right-to-work checks. At this point and at an additional cost, we can also organise a psychometric test for the candidate to complete, we use a third party that provides 2 x reports on skill and attitude and they conduct a 45-minute one-on-one review with the test provider on the results.
7. Offer Presentation
Once a preferred candidate is chosen, we would take the time to first, confirm the details of the offer before the letter is drafted. Secondly, trial close the candidate on the salary/package, start date etc, to ensure that all parties are essentially in agreement before time and resources are dedicated to generating an offer letter. Signed copies are received and sent to the relevant business contact and start dates are reconfirmed at this stage.
8. Post Offer Acceptance
Liaise with the candidate through their resignation process and maintain communication with the candidate until the day of commencement.
9. Week 1
Week one check in with the candidate to see how they are settling in and provide feedback.
10. Month 1
First-month follow-up on how the candidate is progressing and if they need any additional resources or training and provided feedback.
11. Month 2
Second month confirm with the candidate that they are now fully operational and have all the required support needed and provide feedback.
12. Month 3
Final formal check-in with the candidate on how they are progressing and provide feedback to you.
Looking to hire new talent?
