Recruitment is a critical activity for the organisation and employing the ‘right’ person is a critical issue. Any organisation requires people who can make a positive contribution to achieving the organisation’s vision and the more positive the contribution, the better. Getting it wrong in terms of skills, aptitudes, competencies, relationships and productivity is an expense any organisation can do without.

Recruitment, whether for replacement or growth, should be seen as an opportunity to improve or at least reaffirm the knowledge already available on the job to be filled. This is an opportunity to review the Job Description in a way that will more clearly define the responsibilities of the job and the experience, education, qualities and characteristics of the person required to fill the role, and the Key Performance Indicators to be achieved in the light of recent knowledge.

Human Resources Consulting will be guided by the Job Description and a Position Brief from relevant company officers including HR and the officer providing operational leadership to the particular Job. Our Organisational Psychologists will appraise all short listed candidates to ensure that you are only seeing the best. Our confidence in this process is such that we offer performance based replacement guarantees of up to eighteen months on all successful candidates*.

Our selection process includes:

  • Conduct an initial client briefing
  • Develop a comprehensive position brief
  • Conduct a database search
  • Create an advertisement and place in the appropriate media
  • Receive and screen initial responses
  • Reviewing response with client and /or interview appropriate applicants
  • Conduct full psychological appraisal of short listed candidates
  • Finalise short list and arrange client interviews
  • Conduct comprehensive and confidential reference checks including police checks if required
  • Negotiate offer and acceptance, and confirm commencement date
  • Arrange Letter of Appointment and Job Description o successful candidate
  • Advise all unsuccessful shortlisted and other unsuccessful candidates and thank them for their interest
  • Performance follow up with candidate and ongoing client liaison.