THE RECRUITMENT PROCESS
Position analysis
Prior to commencing any part of the permanent recruitment process, an in-depth position and personal analysis is undertaken to establish the key criteria required for successful job performance in the role. This includes a detailed position description and person specification. A competency model is then developed.
Media strategy
Your ERC Consultant will discuss the options available to you and mutually define the best strategy for the specific vacancy. This also includes classified advertising copywriting as appropriate.
Detailed assessment
In most positions there are a number of key technical elements where specific skills are required. Your ERC Consultant will work with you to determine the more appropriate assessments to measure the level of skill possessed by the prospective candidates.
Pre-screening
While cheap services in a competitive market mean that corners are being cut, ERC maintains a quality assurance system that includes a rigorous pre-screening. This process is used to determine which candidates will be invited for a more formal interview. All candidates are extensively screened and reference checked to make sure that they will meet your skill requirements.
The parameters of our screening process include the following:
- Work performance
- Attitude to work
- Flexibility to work tasks
- Punctuality, reliability and Integrity
- Achievements
- Ability to work in a team environment
- Ability to work independently
- Compatibility to the role
- Motivations and work ethic
- Management style
- Communication skills
- Technical skills
Behavioural interview
Behaviours are the candidate’s work habits, interpersonal skills and character traits. The behavioural interview builds off the pre-screen to further identify candidates who meet the job specifications. This provides an indication of future job performance. A range of behavioural questionnaires and assessment tools have been developed that will assist in this process.
Behavioural assessment
We have a number of tools available to complete a behavioural assessment of a short-listed candidate. The tests outlined earlier in this document can provide detail on numeric, verbal and abstract reasoning as well as a detailed personal overview. This interview will also assess the candidate’s alignment with your company’s culture and values.
Background verification
Specialist reference checking tools have been developed to extract the behaviours required for successful performance. These are verified with the appropriate previous employers and where necessary credit and police checking facilities are also used. Two reference checks are completed. Where relevant this also includes qualification verification. Copies of these will be provided to your company along with all relevant visas.
Client assessment
Once a candidate has been short-listed by ERC, you will receive a copy of their resume, residency status, interview notes, evaluations and test results and the results of all assessments undertaken during the recruitment process. An interview time will be set and co-ordinated with the candidates referred. Prior to any interview the candidate will be fully briefed on the culture and values of your company.
