Permanent Recruitment
In order to offer a consistent level of quality service to our clients and to present them with suitable, qualified applicants, recruitmentNT follows a meticulous recruitment process.
Prior to starting the recruitment process we need our clients to register a Vacancy Lodgement, detailing the key responsibilities and requirements of the position to be filled such as
- duties and responsibilities
- required qualifications and work experience
- knowledge of computer software
- starting date
- and salary range
The Vacancy Lodgement, in combination with the position description and selection criteria if applicable, is essential in sourcing and selecting qualified candidates.
Database Cross-Referencing
recruitmentNT maintains a database of temporary and permanent candidates that can be cross-referenced against the job requirements.
Advertising
To provide our clients with a wider selection of candidates we will devise an advertisement strategy to promote your job vacancy. recruitmentNT will take care of all advertisement aspects including the wording, layout and placement of newspaper ads. Furthermore, we will list your vacancy under the job section of our website.
Resume screening
recruitmentNT will handle the initial screening of any submitted applications and resumes to ascertain the applicants have the specified skills and qualifications required for the position. Prospective candidates are then invited to a preliminary interview with one of our recruitment consultants.
Preliminary Interviews
During the interview process our consultants review the work experience, qualifications and educational background of the candidate. We will question any gaps in the employment history with the candidate and explore her/his reasoning for it. The interview process also allows our consultants to provide a more in depth description of the position requirements and key responsibilities. At the same time, we will identify what the candidate is ideally looking for in a role and what her/his future career aspirations are.
Short-listing of possible candidates
After the interviewing process our consultant will short-list candidates that are being considered suitable for the role prior to skills assessment and reference checking.
Skills Assessment and Reference Checking
All our candidates, whether for temporary assignments or permanent placements, undergo a skills assessment that may include typing, data entry, as well as the testing of software capabilities such as Microsoft Word, Excel, Access.
Furthermore, we will require the contact details of at least two referees and conduct verbal reference checks to verify the information provided in the resume is correct. By asking the referees targeted questions we will determine the compatibility of the candidate for this position.
Final Overview / Summaries of Potential Candidates
In closing the consultant will provide a final overview on each of the candidates to be put forward for the client’s consideration. The summary will contain a brief description of the candidate’s work experiences, the consultant’s assessment of the applicant based on information from the interview and feed-back provided from referees, as well as a resume copy and copies of any degrees or certifications the candidate obtained.
As a final step in the recruitment process recruitmentNT will schedule interviews between the client and the candidates at the client’s convenience.
Set Recruitment Cost
recruitmentNT offers a fixed recruitment cost for permanent placements. Our clients know exactly what the cost of recruitment will be. No hidden costs or add-ons. We believe that recruitment should be a straight-forward, time-saving process.
