Step 1. Client Profile & Position Brief

The process begins with a detailed understanding of our clients:

• Products and services
• Key and emerging markets
• Major customers, suppliers, competitors etc
• Future company direction and strategy
• Past hiring and staffing experiences
• Company culture
• Management style
• Reporting processes

Step 2. Candidate Blueprint

A detailed understanding of the candidate skills and experience are sought to create a 'Candidate Blueprint' we can work with. We will also discuss the position description (PD) and salary package with particular focus on the attitude and aptitude requirements of the ideal candidate. Our candidate blueprint process across a variety of occupational categories is, in our view, the most comprehensive in Australia. Our recruitment processes are designed to give our consultants the intelligence to become a bona-fide extension to any HR department.

Step 3. Getting to Know Your Champions

To deepen our understanding of our clients sourcing requirements, we offer to spend time with your champions. An understanding of a current employee's experiences, successes and challenges can be an integral part of understanding the candidate profile at an intrinsic level.

Step 4. Candidate Sourcing

We use a variety of methods to locate potential candidates, both active and passive. These include:

A. Database Search
We have developed an extensive candidate database of pre-qualified and active job seekers (10,000). We continuously and meticulously update our database to ensure the candidate information held is current. We can perform multi-layered searches for candidates to isolate the particular skills sets, experience and academic credentials your company requires.

B. Industry Networking
Our recruitment experts are well-connected specialists who have worked within the industries for which they recruit and consequently have immediate access to an extensive network of high caliber professionals throughout Australia and internationally. Accordingly, a significant percentage of our placements are made through network-based referrals.

C. Print and Internet Advertising
From one-off advertisements to customised bulk advertising for project recruitment, HR national provides value, creativity and results. We are well-positioned to advise on both State and National printed media, and are aligned with the largest internet job sites. HR national is recognised as a leader in the field of creative, solutions-oriented recruitment advertising.

D. Research and Targeted Search
Using advanced research skills and strong industry and candidate networking, our consultants are trained to use proactive search based candidate targeting strategies to identify high performing non-active candidates.

Step 5. Candidate Screening Process

HR national consultants screen all candidate applications within 24 hours and a large proportion of these candidates are personally contacted for an initial telephone screening interview. Candidate communication and relations are of paramount importance to our consultants and our advanced candidate management systems ensure that candidates receive an acknowledgment when an application has been received by us, and prompt correspondence via email or telephone to update the candidate as to the status of their application.

Step 6. Interview

The primary focus of the interview is to evaluate the candidate's employment history, skills, qualifications and education. Our consultants also assess the candidates short, medium and long term career objectives. In order to achieve the 'right fit', we aim to gain a detailed knowledge of the candidates motivations, career goals and behavioural tendencies inside and outside the work place. If our consultants feel that the candidate is appropriate for the role, we will provide a brief overview of the position description (PD) and ask the candidate to consider the opportunity.

Key interview questions are often developed in conjunction with the client to ensure our consultants are screening candidates in accordance with their expectations and this ensures that our consultants become a genuine extension of our clients HR division and business.

Step 7. Candidate Shortlisting & Introductions

Candidate shortlist and introduction process begins by contacting the company's hiring manager and/or HR manager and providing a brief overview of the candidate/s to be introduced. We prefer to pre-agree on shortlist timeframes and objectives to enable our clients to better manage their time. Whether our consultants have suitable candidates to introduce or not, our objective is to maintain regular contact with the hiring manager (once weekly) to ensure they are kept informed of the status of a particular assignment. 

Pre Introduction Employment Checks - Prior to introduction our consultants perform a basic 'employment validation check' by contacting the current or previous employer to validate the candidate's employment status (did they in fact work there and for how long). Depending on the client's requirements, we may also take measures to validate the identity of the candidate, (copy of license etc) and may request authority to validate academic credentials.

Step 8. Job Offer & Acceptance

Once the client is in a position to provide an offer of employment to the candidate, we will co-ordinate the process on your behalf of the client. Upon request from our client, HR national consultants also administers a best practice reference checking procedure to ensure the bona-fide nature of a candidates employment history, track record and educational qualifications. Complete contact details of the referees are provided for cross checking if required.

Step 9. Progress Check

The HR national consultant will liaise with the employer throughout the first 90 days of the employment contract to check the progress of the new employee. We will provide complimentary third party mediation during this period should any issues arise with the employee that needs to be arbitrarily dealt with.

Step 10. Placement Review

A placement review meeting is scheduled with the hiring manager and the candidate at the end of the probationary period to evaluate the candidates first months of employment.

To contact one of our consultants, call us on 1300 303 497 or upload a vacancy today.