- Define, discuss and agree on the selection criteria to be used in the assignment.
- Prepare an Assignment Brief / Specification to summarise previous discussions. Upon your approval, this document will be used as a “blueprint” to present appropriate information to candidates selected for interview.
- Our preference is to utilise print and internet advertising to attract the widest potential applicant pool. For Executive level or specialist roles, we offer a search to directly identify talent within the market place.
- Database search and screening of resumes received from applicants.
- Evaluate screened candidates with the Assignment Brief, including the candidate’s readiness to consider alternative career options. Those believed to be appropriate will be invited to attend an interview with BWS Recruitment.
- Notify unsuccessful screened candidates of the outcome of their applications.
- Conduct an in depth 1 hour face-to-face interviews with suitable candidates. (Skype or phone first round interviews for interstate or international applicants)
- Prepare detailed reports on candidates who meet the agreed selection criteria, present the reports to you and shortlist in collaboration with Connections for client interviews. Respectfully, all internal candidates will be taken through the full process and shortlisted for final interviews.
- Arrange client interviews with the short listed candidates.
- Notify unsuccessful interviewed candidates of the outcome of their applications.
- Conduct reference checking of the short-listed candidates. Unless otherwise agreed, this will take place after the client interviews and prior to job offer.
- Notify all client interviewed candidates of the outcome of their applications.
- AFTERCARE: Our aftercare process is something we pride ourselves on at BWS. During the first three months we are in regular contact with both our candidates and clients to ensure the placement is going well for all parties concerned. If we detect any concerns during this critical on-boarding stage, we will be in contact with our clients to discuss in further detail and will also make ourselves available for group conversations either over the phone or in person. Towards the end of the probationary period, we will make ourselves available for a review meeting to ensure that the process of recruitment and selection has been a successful one for all parties involved and we are happy to be critiqued at this time to enhance our partnership with you.
To protect both your business and Becks Wiggins Stokes P/L against potential litigation, BWS is diligent in recruitment methodology and strategy to ensure compliance with current Equal Employment Opportunity Legislation.