Develop
an understanding of your organisation:
Our objective is to understand our clients business so well that we work
as an integral part. We aim to provide employers and human resource
personnel with a higher standard of service than has been traditionally available.
Define the
Position/Vacancy:
A successful search must be preceded by our having a complete
understanding of the duties and responsibilities of the vacant
position. This goes beyond a pro-forma job description. We identify and
give priority to the major expectations held by our clients and their
organisations.
To achieve this understanding, we arrange for intensive discussions or briefings with client management and other key individuals that will make an important contribution to the job specification and interviewing process.
In consultation with our client, we develop a clear understanding of the experience, skills, qualifications and culture of the individual desired. Our process will define detailed criteria that will allow clear identification and a measurable comparison between candidates later in the recruitment process.
We have proven that this initial investment in time and effort prior to an engagement ensures that the best possible candidate can be located for our clients’ assessment.
Research and
Planning:
It is our aim to identify individuals who are contributing or have
contributed to the success in organisations or industries related to
our clients. Effort on our part directed at specific research and
planning relating to our clients’ recruitment requirements
generates success for our clients. With our market knowledge we are
able to advise our clients on job specification challenges,
competitive remuneration levels and available skill set
combinations.
A thorough search plan is developed depending upon our client’s requirements That addresses issues such as:
- What are the key benefits of our clients job opportunity?
- How can the benefits be best communicated to the top candidates?
- What will make the top candidates leave their current job for our client’s opportunity?
Search and
Comparison
The goal of our search strategy is to attract and identify
the maximum number of suitable candidates. Having achieved maximum candidate
coverage we then begin the short listing process which in turn leads to our detailed process of comparison.
The process of
comparison focuses on the top candidates motivated
to apply for our client’s position. Each candidate is put
through exactly the same process to allow a measurable comparison. Each candidate is rated
against the position criteria through information conveyed via
their resumes, response to selection criteria, face to face interviews
and referee reports.
Referral of Information to the Client
From the information produced by the comparison process the
best candidates are presented to our client in a referral document.
Our referral document presents a recommendation as to which candidate we believe best fulfils our client’s requirement.
The comprehensive and measurable information contained in our reports allows our clients to make an informed and confident decision as to whom to employ.
Interview Process
While we provide excellent documented informationregarding each
candidate we understand that the decision to employ
is always the responsibility of our client. Client interviews
form an integral part of the recruitment process.
Collective Resources are able to arrange the sscheduling and conducting of interviews. All that is required of our clients is to provide adequate time for each interview. If required we can design the client interview process or conduct the interviews in conjunction with our clients.
Some positions will require a single client interview, others will require two or more depending on the nature of the position. This will be negotiated at the beginning of a recruitment assignment.
Candidate Engagement:
Once the best candidate has been identified by the client we can
undertake the offer stage of the recruitment process. Some clients may
prefer to negotiate with candidates themselves while others will engage
Collective Resources to negotiate on their behalf.
The engagement
of candidates is always in accordance with our clients engagement terms.
We fit into our clients processes, not the other way around.
Future Relationship:
Once a candidate has started within a client organisation we no longer
have involvement with that candidate outside of ensuring that they are
happy in the position. On occasions we may offer them relevant industry
information or provide useful industry contacts.
Any future contact with candidates after they have taken permanent positions with our clients will be with the knowledge and permission of our clients.
Following a successful recruitment assignment, Collective Resources will be better prepared to service our clients with future requirements with a minimum of initial preparation. We look upon an initial engagement with a client as the beginning of a long and productive professional relationship.
Permanent Placement Fees:
Fees will be fair market rates and openly negotiated with our clients.
Fees will always be negotiated with a view to gaining further business
and developing an ongoing relationship.
Recruitment Methodology
Our methodology to recruit contractors is sinilar to that used for permanent employees. Variable factors such as compressed time-frames and the level of competition may dictate an abbreviated recruitment process.
All candidates referred to a client will have completed a selection criteria and will have participated in an interview with one of our Recruitment Officers.
Reference checks will be conducted at the final stage of interview before an offer of engagement.
Fees
Collective Resource's fees are normally included in the quoted hourly rate for the contractor.
Fees will be fair market rates and openly negotiated with our clients. Fees will always be negotiated with a view to gaining further business and developing an ongoing relationship.
If a client whishes to engage Collective Resources’ contractors on terms other than hourly rates we are flexible and always prepared to negotiate.
Advertising
All advertising used within contracting recruitment assignments is free
to our clients unless otherwise specified.
After Placement
Service
After successfully conducting a contract recruitment assignment for
a client we retain responsibility for the management of the engagement
contract. This involves:
- Ensuring our client's satisfaction
with our contractor
- Ensuring our contractor's compliance
with our client's requirements
- Collecting authorised time sheets from our contractor
- Paying our contractor
- Issuing invoices to our clients corresponding with authorised time sheets
A summary of our Terms & Conditions is as follows:
- Proposals are valid for 28 days from date of issue
- Introductions are confidential. All resumes, personal records, and references are intended for our clients only, and must be treated in the strictest confidence.
- Calculation of placement fees is based upon the employee's total remuneration package including superannuation and allowances but excluding commissions and bonuses.
- Fees are normally payable within 30 days of date of our invoice.
- Our guarantee is to replace any candidate within the first 3 months from engagement for reasons other than redundancy free of charge.
