A structured approach to finding suitable talent.
Explore the ten-stage recruitment methodology described in our company proposal, from understanding employer requirements to agreed follow-up.
Ten stages. One shared direction.
Our company proposal sets out this sequence. The role and agreement determine the assessments, checks, offer coordination, onboarding and follow-up included in an engagement.
Requirement analysis
Understand the employer’s role, responsibilities, qualifications, experience expectations and desired skills.
Candidate sourcing
Identify potential candidates through relevant channels, professional networks and appropriate recruitment resources.
Initial screening
Review qualifications, experience and initial suitability through CV review and preliminary conversations where relevant.
Candidate evaluation
Consider relevant skills, technical requirements and professional suitability. Assessment methods vary with the role and agreed scope.
Client presentation
Present suitable shortlisted applicants with relevant information about their qualifications and experience.
Interview coordination
Facilitate interview arrangements and communication between employers and shortlisted candidates.
Reference checks
Where agreed and lawfully authorized, conduct appropriate professional reference or verification checks with care for candidate privacy.
Offer management
Support offer communication and administrative coordination where included in the engagement.
Onboarding support
Assist with agreed aspects of the selected candidate’s transition into the role.
Follow-up
Maintain relevant communication about recruitment-related feedback and concerns within the agreed scope.
A clear brief makes the process purposeful.
Before sourcing begins, we discuss what the employer needs and what the recruitment engagement includes. The agreed criteria guide screening, candidate presentation and selection; additional services are confirmed for the particular role.
- Define the responsibilities and candidate requirements.
- Discuss activities, fees and realistic timelines.
- Agree how feedback and candidate information will be handled.
Your next hire starts with a conversation.
Share your staffing needs and explore support tailored to your organization.