We are able to seek references on your behalf saving you valuable time and seek more in-depth feedback on the abilities and performance on the candidate.
We can attend the interviews on your site. This allows you to sit back initially in the interview process and allow you to observe the candidates interactions, giving you time to best prepare your questions as we progress in the interview. We can then also assist you in the post interview review and feedback more in-depth to the candidates
We partner with a local provider and can assist you in identifying the behaviours you are seeking, help you interpret the resulting reports, and how this analyses can assist you through the candidate evaluation process. Furthermore, it identifies what to anticipate and how to manage the candidate, and what to expect when they become your employer.
VIP candidate on-boarding
We can offer you an additional on-boarding service via an independent employment consultant:
Onboarding Process – We can help you to review and provide support in improving your onboarding processes, to increase the prospects of the applicant starting and staying with you. This service is all about supporting and advising you accordingly to make the applicant feel part of your organisation as quickly as possible, keeping them engaged and ensuring that the reality matches the promise You remains in full control of the actual on-boarding. Onboarding coaching – This is a coaching service whereby we work with the new starter to help them settle in, get up to speed (required performance) as quickly as possible (research suggests without coaching this can take up to 26-28 weeks from the start date) and have an independent and objective person to discuss issues with. New starters don’t always feel comfortable approaching employers when there are issues and on some occasions, issues that are bothering them aren’t as bad as they initially feel they are – it is often a reaction to the change. Discussing these issues enables new starters to gain perspective on the issues and create an action plan on how to resolve the issues, rather than panicking, accepting another offer that’s still on the table and leaving the new employer.