In-house Recruitment Services

Social media channels have significantly altered the methods via which applicants search for their next role. They have also changed how businesses need to position themselves to attract the best match of candidate. 

As a small to medium business owner, you are not expected to know how to successfully recruit new staff: all you know is that your business is growing and you need good people who will fit into your vision for your organisation.

The good news is that you have options around how much or how little of the necessary recruitment process you do yourself. You are able to choose to focus on what you do best (leadership and business development and evolution) while allowing someone you trust to take away the pain of developing a good staff.

  • Use a highly qualified and experience recruitment specialist to take care of your recruitment processes while you take care of your business.
  • Have access to a professional, successful external consultant without having the costs of an in-house recruitment team
  • Have the process tailored to your business and its needs

For some businesses, I provide a start to finish process (job ad creation and listing, telephone interviewing, face to face interviewing management, reference checking, letters of offer, notifying unsuccessful candidates).

To others I start the process once they have found the candidates. Some of my clients value my “second opinion” approach to the recruitment process: they do an initial chat and decide they want to take it further with an applicant, then I do a telephone interview followed by a face-to-face interview, reference checking and notifying unsuccessful applicants. 

In many cases, I create a referral report taking into account the applicants own responses, my impressions, feedback from referees – thereby providing an overview that a business leader and manager can refer to when offering training, personal development and individual support to a new starter. This in turn ensures a new hire gets has the best opportunity to succeed in the role. 


Recruitment Options

Applicant Sourcing                                                                        

Finding suitable candidates for the roles available in your business can be hard work and take up a lot of your time.  Professional and successful recruiting is not about placing an advertisement and hoping for the best. It’s about correctly identifying which skills and competencies your business needs, clarifying the values you want your business to operate under, knowing who will fit into your current or future team and ensuring that their motivation levels match those required for the role they will be filling.   Applicants are then actively and passively sourced via a range of methods relating specifically to the particular role being recruited.

Filtering Applications                                                                      

With certain job roles, the volume of applicant responses can be overwhelming. Cutting to the chase is a cost effective and timely way to shortlist suitable applicants. Application filtering is the process by which candidates are matched to clear job specifications before anyone is contacted. You'll be provided with a shortlist of candidates who have the experience and reported skills suitable for your role. All that is required from here is to find the applicants who match your company's culture and values, work ethic and motivation. 


Telephone Based Interviews                                                             

Once an applicant has made it through the filtering stage of the recruitment process, the task is all about finding out, over the telephone, whether they have the required communication skills, motivation, attitude, interpersonal skills and values to match your business and current team. 

This is a very indepth, fairly challenging (for the applicants) part of the puzzle that ensures your time will be spent face-to-face interviewing only those applicants who come very close to satisfying all the different criteria you have established as necessary for success. The telephone interview is recorded almost verbatim by the interviewer, and a formal interview report along with the applicants resume, relevant qualifications and covering letter is provided on those candidates who are deemed suitable to be interviewed by you.


Face-to-Face Interviews                                                                   

This part of the process is highly optional in that many leaders and managers prefer to complete interviews either alone or with another relevant member of their current team. 

There is, however, always the option to have me along to "second opinion" the interviewees, help provide a framework for effective interviewing and/or complete the face-to-face interview for you. 


Employer Profile Management/Ongoing Candidate Engagement           

Raising awareness of your brand as an employer, and effective ongoing management of the candidates who apply for positions with you is part of what I do. By looking after the candidates already aware of your brand, and getting them talking to others about your company, you reduce the overall spend on attracting future employees.


Reference Checks & Verification                                                       

A reference check is one of the most important elements of recruitment. It’s often the only way to verify what an applicant says about the positions, skills and competencies reported in their resumes.  Using a structured format, I speak directly with each referee regarding an applicant’s performance and behaviours, work attitude and cultural fit.  I record a transcript of the referee’s words used to describe the candidate so you’ll feel that you had spoken to them yourself.