[Job Title]

Recruitment drive

Video job advertisement

Social media algorithms favour videos over still content, so we create video advertisements for all vacancies.

We take full advantage of this unique and highly effective form of candidate sourcing in order to reach the right candidate at the right time.

We post our videos on Twitter, LinkedIn and Facebook. Videos are typically posted 10-20 times, based on relevance.


Job advertisement

[Job Title]

[Industry / other details]

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  • The role

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  • About you

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  • About our client

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Platforms used

We constantly refresh, rewrite and reformat our job advertisements to optimise the quality of applications received.

Our approach is aggressive - we post around 20 advertisements for every permanent job.

Advertisements are posted on:

  • Seek, Adzuna, Glassdoor, Indeed and Jora
  • LinkedIn, Facebook and Twitter
  • 11 Recruitment
  • On average, our advertisements perform well above the market benchmark for Seek. This is shown in the graph below.


Assessment matrix

Selection criteria

Screen

Interview

Docs.

Skill test

Profiling

Ref. check

Education







Criteria





Criteria





Experience







Criteria




Criteria




Criteria




Criteria




Criteria




Criteria




Criteria




Criteria




Criteria




Criteria




Criteria




Other







Criteria

Criteria

Criteria

Criteria

Criteria

Criteria

Criteria

Criteria

Criteria

Criteria

Personality







Dominance %





Influence %





Steadiness %





Compliance %





Forms signed







Health/police check






Signed document - tell the truth






Docs verified







Driver’s licence





Citizen AU/NZ or PR












The Assessment Matrix is our blueprint for the recruitment process; it shows how we shortlist candidates.

Our process consists of screening, interviews, document verification, skills testing, personality profiling and reference checks. The ticks indicate the point at which each criteria is addressed.

We address all criteria at least once during the process. More important criteria are checked multiple times.


DISC profiling

[JOB TITLE] - job profile

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Job profile
[JOB TITLE HERE]


Shortlisted candidates

Candidate A

Candidate B

Candidate C

Behavioural adaptation by the client to match the job profile:

Candidate A

Candidate B

Candidate C

Similar to people, jobs have their own behavioural profile that is based on duties, environment and communication.

We create a profile for every job vacancy, enabling us to match an applicant's behaviour against that of a specific role.

We use DISC, which gives us insight into how an applicant will react in certain situations. It examines the following attributes:

  • Dominance - accomplishing results, the bottom line, confidence
  • Influence - persuading others, openness, relationships
  • Steadiness - cooperation, sincerity, dependability
  • Compliance - quality, accuracy, expertise

Service delivery

Phase 1 - search

Phase 1 - search

Phase 2 - interview

Phase 2 - interview

Phase 3 - offer & acceptance

Phase 3 - offer & acceptance

The three phases of our service delivery process are as follows:

Search

Steps taken between a quote being accepted by our client, and a shortlist being presented

Interview

Steps taken between round one interviews and probity checks being undertaken for the successful candidate

Offer & acceptance

Steps taken between the job offer being accepted and employment commencing


Results

Video views

100


Applications received

4


Interviewed by 11 Recruitment

3


Shortlisted

2


Interviewed by client

2


Hired

1

Our aim is to produce a strong shortlist by sourcing widely.

We measure every stage in our recruitment process to ensure we meet this key objective.

Our service comes with an extended 18-month replacement guarantee.

This guarantee means our interests are mutually aligned - to recruit high achievers who will excel and stay.



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