Lucky You Found Me consistently utilise a quality and focused recruitment process to ensure an optimal outcome for our clients.
Step 1 – Analysing the Recruitment Need
The starting point of the recruitment process is an in-depth consultation with the hiring manager in order to identify and analyse the recruitment need. By understanding our clients’ organisational characteristics at the beginning of the recruitment process, we can effectively deliver a recruitment solution that works for you.
Some of the objectives are listed below:
- Understanding your business – industry, market conditions, competitors, business objectives & values.
- Understanding the culture and the structure of your organisation.
- Understanding your team dynamics.
- The reason for the role arising.
- The likely career progression.
- Detailed descriptions and challenges of the role.
- And anything else we need to offer the right solution, because each business, individual and problem is unique and we want to make sure our solution is comprehensive and tailor made for you.
Step 2 – Sourcing the Candidates
We use a wide range of sources to find suitable candidates for your role:
- Database search – we utilise effective systems and databases. Every person in our databases is a potential resource for our clients. The core database consists of candidates that have been screened and interviewed by a consultant and are currently actively pursuing new career opportunities.
- Utilisation of our professional network – a network of industry professionals that allows us to deliver our clients the very best talent. Through this network, we receive quality referrals, and are able to reach quality candidates, both active and passive, at all stages of their careers.
- Comprehensive online advertising – we advertise across a wide range of online job boards, as well as a range of smaller, specialist job boards. When you advertise a role with us, you have the best resources available across the World Wide Web at work for you.
- Direct approach to candidates – we will discreetly approach passive candidates and introduce your opportunity.
Step 3 – The Selection Process
We use a proven and effective selection methodology to identify the very best candidates for your role:
- Effective Interview Technique
Our consultants thoroughly interview potential candidates and utilise specialised industry knowledge to ensure the candidates you meet are technically compatible to your needs (i.e. they are capable of doing the job).
- Behavioural Based Interviewing
we use Behavioural Based Interviewing techniques which allow us to match the strengths and weaknesses of individual candidates to the specific competencies most critical to your needs and ensure they are good fit when it comes to your organisational culture and values.
- Competency Based Reference Checking
We carry out detailed and competency based reference checks at a stage agreed upon with the client. References will be taken from the candidate’s more recent employers and would focus upon the particular skills and attributes required for the role as well as any specific areas of concern raised throughout the interview process.
Step 4 – The Offer Stage
We manage the job offer on your behalf, including salary negotiation, to achieve a win-win outcome for you and the candidate. We also assist you in coordinating the start date, health and criminal check (if applicable) and relevant documentation to ensure a smooth and hassle-free offer and acceptance phase.
Step 5 – After Placement Care
Our After Placement Care program involves regular communication with all parties. Should any issues arise, we are always there to assist. As a minimum we communicate with the candidate:
- Prior to commencement – we remain in weekly contact with the candidate to ensure that they have handled the resignation and provide counselling if any counteroffers are received.
- Week of commencement – during the week we make at least one call to both the client and candidate to ensure the induction has been done and candidate is settling in.
- One month post commencement – we get in touch with the candidate to gain an understanding of their experience to date and make sure everything is going well. Feedback will be communicated to the client.
- Three to six months post commencement – we remain in contact with the client and candidate to help us gain an understanding of their experience and progress to date as well as any exciting developments in their lives and the company.
And just as importantly, we ask you for feedback on our service because we are always looking for ways to improve and strengthen our relationship for the long-term.