1. Client Consultation
Our first task is to meet or have a discussion with any relevant stakeholders or managers involved in your recruitment process. This is to develop a search and selection strategy and to establish mutually agreeable timelines for the search. We will also want to discuss the requirements of the position, including reporting relationships, responsibilities, objectives, characteristics, compensation and benefits.
2. Candidate Development
Victoria Recruitment undertake a variety of methods in identifying and developing candidates for a role, including an aggressive outreach relative to diversity, equality and inclusion. Our preferred method is to reach out to knowledgeable and well-placed industry sources to obtain the names of individuals who could be qualified for the role and secondly, through research, identifying individuals who are not currently seeking employment and who would have the desired skills and experience.
3. Interviewing & Psychometric Testing
Our interviewing process consists of three parts:
A) Review and analysis of a candidates resume and other supplemental materials, to determine initial qualification for the position and business.
B) Meeting or telephone conversation with qualified candidates to further determine best fit against the key criteria of the position. Interviews will be based on ensuring that a candidates behavioural attributes and core competencies are thoroughly explored and validated. We will focus on technical skills, cultural add, and management/leadership ability.
C) We offer extensive leadership psychometric assessments with all of our executive placements, which is specifically designed against the core criteria as discussed in the first Client Consultation meeting. This will allow you to determine how well candidates may fit into leadership roles and hire only the best-fit talent.
4. Candidate Presentation
A final shortlist will be delivered to the client for their consideration, and for second stage interviews. This is done using a candidate profile which summarises the candidate’s education, career history and current situation. This profile will also include our assessment of their strengths and weaknesses, and a leadership psychometric assessment report.
5. Offer Management & Conclusion
Following presentation of the candidates, we will support your business in the coordination of interviews and facilitate the delivery of the Offer of Employment to the successful candidate. Further, we will advise regarding market compensation data, and assist with any unique onboarding issues.
Victoria Recruitment does not believe that our obligations to our clients are over when a hire is consummated. We regularly contact any candidate as a result of the search, six months after the search is completed and have discussions as to how they are finding things. We will report back to you with our findings and observations. This can at times become a critical task in the search process, as frequently, minor misgivings and problems can be resolved and a course correction can be plotted.