Sales Recruitment Australia -Executive Recruitment

Our services cover the entire range of your people resourcing needs. Rather than simply filling particular vacancies you may have, our analytical and planning process goes beyond just identifying candidates for a specific role and considers the broader long term staffing strategies you will need to ensure your achievement of your business objectives.

STEP 1

Diligent analysis and correct planning of your needs is the critical first stage of a successful outcome for you. This includes a rigorous client familiarisation process where we ensure we understand the commercial issues you are facing and how this will impact on your future people resourcing needs. In practical terms this means we:

• Meet you at your premises before the assignment commences;
• Provide a written overview of your organisation and any specific observations we may have;
• Analyse the Position requirements and prepare a written Assignment Specification for you to approve before proceeding. This will contain important information such as the position specification, company background, key criteria for the person you are seeking and details of proposed remuneration for the position;
• Allocate time for familiarisation with department/division members;
• Prepare an Assignment Schedule which provides you with a planned programme of events for the recruitment process.

STEP 2

Advertised Selection

The most common form of recruitment where the position is advertised in appropriate media. If we recommend this as an appropriate strategy, we will work with you to cost effectively develop and position appropriate advertising for the position.

Advertised Search

Search strategies are employed in conjunction with agreed advertising in order to improve the depth and quality of candidates available for review during the initial stages of the process.

Executive Search

Search strategies are usually employed when advertising is not deemed to be appropriate. This may be in situations where discretion and sensitivity is required or where a particularly senior role is being filled.

Database

We maintain an extensive database of prospective candidates and may employ this to help us identify individuals with a high potential to help your business be successful.

Selection and Interview Methods

Once selected for an interview, the prospective candidate may complete the DiSC Personal Profile System which delivers an objective profile of the candidate's behavioural traits.

A Preference Interview is then conducted and, if the candidate is successful in moving to the next stage, the Assignment Specification is then exposed to them so they can familiarise themselves with the position and how it will fit into your business.

During this stage you are supplied with detailed candidate summary and profile reports including actual responses to questions asked in interviews and cross referenced data from any proprietary testing (eg DiSC/Role Behaviour Analysis) that has been undertaken relative to the candidate.

Reference Checks & Offer of Appointment

Our reference check process is thorough and objective, again providing you with actual questions and answers from referees. This can be combined with any checking you may wish to conduct on a prospective employee to provide you with the clearest possible picture of your potential new team member.

The Offer of Appointment is the critical step to a successful outcome. We consult closely with you in terms of candidate expectations and composing a package that will have the best chance of being mutually agreeable and beneficial to both parties.

STEP 3

The final stage is follow up, evaluation and ongoing monitoring of the contribution the new employee is making to your business. This evaluation includes a formal process of evaluating PKC's role in helping you achieve a successful outcome, a further example of our commitment to maintaining an ongoing and successful partnership with you.