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We ensure that candidates are thoroughly assessed and matched appropriately with the client’s job openings, leading to successful placements and satisfied clients.

We ensure that candidates are thoroughly assessed and matched appropriately with the client’s job openings, leading to successful placements and satisfied clients.

Step 1

Candidate Sourcing

We actively seek out potential candidates to match perfectly with client job opportunities. Our goal is to cast a wide net and identify a pool of qualified candidates.

  • Job Analysis: Collaborate with the client to thoroughly understand the job role, responsibilities, required qualifications, and desired skills.
  • Database Search: Utilize the agency’s candidate database and various job boards to identify potential candidates who fit the job description.
  • Networking: Leverage professional networks, social media platforms, and industry events to identify passive candidates who might not be actively job hunting.

Step 2

Candidate Screening and Interaction

This phase involves communicating with potential candidates to assess their suitability for the job and understand their career goals and aspirations.

  • Initial Communication: Reach out to identified candidates via email or phone, introducing the agency, the job opportunity, and expressing interest in their profile.
  • Phone Screening: Conduct a preliminary phone interview to evaluate the candidate’s qualifications, experience, and communication skills. Discuss their career goals and motivations.

Step 3

Candidate Evaluation and Selection

In this step, the agency assesses candidates not only for their technical skills but also for their alignment with the client’s company culture and values. This coincides with step 2 during a phone screening.

  • Skills Assessment: Administer relevant tests, assignments, or technical assessments to evaluate the candidates’ proficiency in the required areas.
  • Cultural Fit Assessment: Assess how well candidates’ values and work ethic align with the client’s organisational culture.

Step 4

Candidate Submission to Client

At this stage, the agency presents the most suitable candidates to the client, highlighting their qualifications and suitability for the job role.

  • Client Presentation & Coordination: Share the candidate profiles with the client, along with a personalised assessment of each candidate’s suitability for the role. Coordinate interviews between the client and shortlisted candidates.
  • Feedback : Gather feedback from the client after they have interviewed.
  • Final Selection: The decision-making process. Once a candidate is selected, deliver the good news, and send over the relevant details to the client.

Step 1

Candidate Sourcing

We actively seek out potential candidates to match perfectly with client job opportunities. Our goal is to cast a wide net and identify a pool of qualified candidates.

  • Job Analysis: Collaborate with the client to thoroughly understand the job role, responsibilities, required qualifications, and desired skills.
  • Database Search: Utilize the agency’s candidate database and various job boards to identify potential candidates who fit the job description.
  • Networking: Leverage professional networks, social media platforms, and industry events to identify passive candidates who might not be actively job hunting.

Step 2

Candidate Screening and Interaction

This phase involves communicating with potential candidates to assess their suitability for the job and understand their career goals and aspirations.

  • Initial Communication: Reach out to identified candidates via email or phone, introducing the agency, the job opportunity, and expressing interest in their profile.
  • Phone Screening: Conduct a preliminary phone interview to evaluate the candidate’s qualifications, experience, and communication skills. Discuss their career goals and motivations.

Step 3

Candidate Evaluation and Selection

In this step, the agency assesses candidates not only for their technical skills but also for their alignment with the client’s company culture and values. This coincides with step 2 during a phone screening.

  • Skills Assessment: Administer relevant tests, assignments, or technical assessments to evaluate the candidates’ proficiency in the required areas.
  • Cultural Fit Assessment: Assess how well candidates’ values and work ethic align with the client’s organisational culture.

Step 4

Candidate Submission to Client

At this stage, the agency presents the most suitable candidates to the client, highlighting their qualifications and suitability for the job role.

  • Client Presentation & Coordination: Share the candidate profiles with the client, along with a personalised assessment of each candidate’s suitability for the role. Coordinate interviews between the client and shortlisted candidates.
  • Feedback : Gather feedback from the client after they have interviewed.
  • Final Selection: The decision-making process. Once a candidate is selected, deliver the good news, and send over the relevant details to the client.

Here is what some of our clients say about us…