Presentation   brisbane recruitment
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  • 1. Professional Recruitment Program
  • 2. Company Profile
    • A t Brisbane Recruitment we pride ourselves on ‘Building Winning Teams’.
    • We are a boutique agency, located in the Brisbane CBD, focusing on executive employment in a range of industries throughout Australia and abroad.
    • Brisbane Recruitment is dedicated to providing the highest possible level of customer service, sourcing the best candidates in the marketplace and establishing and maintaining positive business relationships with our clients.
    • Having a close relationship with our client allows Brisbane Recruitment to gain an in-depth understanding of your recruitment needs and provides us the opportunity to sell the benefits of your company to candidates, further eliminating competition from your competitors.
    • Chris Killen, who directs the day-to-day operations of the team at Brisbane Recruitment, brings to the business a wealth of experience. Chris’ knowledge of recruitment was learned from his experience in recruiting across two continents over a fifteen year period.
    • This experience and training is passed on to the consultants at Brisbane Recruitment through a thorough regimen of frequent training and KPI standards that must be met each week to ensure the highest service standards.
    • Brisbane Recruitment is a part of a wider network of recruitment agencies located in Brisbane, who work together to achieve a goal of increasing the professional conduct, level of expertise and overall reputation of the recruitment industry in Brisbane.
    • It is this network and our focus on quality that enables our clients to feel assured that the best available candidate will be sourced through ethical methods and that the consultant will always conduct themselves with integrity and reliability in achieving the final result of building a winning team.
    • More information on Brisbane Recruitment can be found at www.brisrec.com.au
  • 3. Areas Of Expertise
    • Brisbane Recruitment has several areas of expertise;
    • Oil and Gas
    • Mining
    • International and Interstate Candidate Sourcing
    • Operations
    • Management
    • Technical Sales
    • Engineering
    • Banking and Insurance
    • Finance
    • Financial Planning
    • Civil Construction
    • Commercial Construction
    • Residential Construction
    • Technical Trades
    • Accounting
    • Administration
    • Our alliance approach that we establish with our clients allows us to source candidates in areas not listed above.
    • If we are not able to supply expertise in a particular field we will inform our clients immediately and allow them to source candidates through alternative means.
    • At present, Brisbane Recruitment is expanding at a rapid rate and new consultants are constantly being sourced – this will allow Brisbane Recruitment to tailor our expansion around the needs of our core clients and their needs .
  • 4. Methodology
    • Working with Brisbane Recruitment gives you flexibility in how you would like to approach the market with your recruitment needs.
    • Our suggested and preferred approach is to engage in an exclusive assignment as your first option.
    • We believe that each process will vary according to many factors and we will recommend the best Methodology on a case by case basis.
  • 5. Candidate Selection Process
    • Introduction
    • At Brisbane Recruitment we aim to help clients with every stage of the recruitment process. We consult on organisation structure, the job and the person profile and the candidate market conditions. We define the brief and identify, attract, assess and select the best candidates.
    • We undertake very careful due diligence on the chosen person.
    • Every client has individual needs and each assignment has many differences, but generally our process is as follows:
    • Briefing
    • When we are asked to undertake an assignment, we aim to meet as many relevant people in the organisation as possible. It is most important to understand our client's business, its culture and the people with whom the successful candidate will work.
    • We can often play an important part in helping to structure the job to optimise our client's objectives. At this stage we advise on the salary and benefits package likely to be necessary to attract the right person, and the state of the market.
    • Specification
    • We produce a concise job specification which summarises the key features of our client's firm, the job to be filled and the qualities, qualifications and experience of the ideal candidate.
    • This confirms that we share a clear understanding of the assignment and provides an accurate summary of the position to give to interested targets.
    • Identification
    • We source candidates from the four main candidate pools in order to identify and attract the widest range of potential candidates. This search is applied internationally where necessary and aims at targeting both passive and active candidates to ensure the best possible candidate for the job.
    • Research
    • Through a combination of current industry knowledge and further research we seek to identify as many people as possible who have the appropriate experience and qualifications.
  • 6. Candidate Selection Process
    • Sourcing
    • We network comprehensively among the colleagues, clients, suppliers and competitors of our target candidates. As we build our long-list of potential candidates, this helps us to build a clearer picture of the experience and abilities of those identified by other means.
    • Advertising
    • An eye catching, well written and correctly placed advertisement will identify further candidates who cannot easily be found by other methods; for example, where the pool of potential candidates is large and diverse, where candidates are seeking to return to Australia from positions overseas, and where individuals with strong relevant experience from earlier in their careers have now moved into other roles. Our advertisements are concise and attractive.
    • Database
    • We have been senior recruiters in their specialist fields for many years. In these areas we maintain an extensive database of potential candidates that are added to each role we recruit. Our database has grown significantly over nine years and we have been able to utilise this tool to contact, maintain and place candidates who are both active and passive in the market.
    • Attraction
    • Regardless of the way in which we identify candidates, they need to be attracted. At the heart of the value we add is our ability to sell the job strongly to the best candidate and convey our enthusiasm of our client’s firm.
    • The best people always have multiple choices and we are competing for their interest.
    • The first approach and all subsequent discussions with potential candidates are always made by the Senior Consultant who has been fully briefed by the client. We do not use junior researchers for this purpose, nor do we miss-represent our client’s company or job. We aim to present fully informed and interested candidates to our clients.
    • Selection
    • Our primary aim in the selection process is not only to assess their specific credentials but also their cultural and personality fit with our client and extent of real achievement. In many cases we also have the specialist expertise to benchmark the level of candidates’ technical skills against their peer group to assess their suitability.
    • This involves a carefully structured interview, exploring motivations and identifying hard evidence to support claimed achievements.
    • For some positions, particularly when an appointment will involve a significant career change for the chosen candidate, we may recommend a professional psychological assessment. To avoid conflicts of interest, we do not conduct these in-house. But we can recommend independent occupational psychologists whom we have thoroughly vetted and over whom we exercise quality control.
  • 7. Candidate Selection Process
    • Shortlist
    • Within an agreed time, we present an initial shortlist of the best candidates for the role. Exceptional candidates will be presented earlier as we find them. We do not stop searching after the initial shortlist but will keep presenting candidates until our client finds the right person.
    • For all candidates you are presented with a detailed profile describing their personal and professional background, their strengths and weaknesses for the job in question and our assessment of their potential. Notes of sources’ and referees’ comments may also be provided at this stage.
    • Negotiation
    • We manage the interview process, confirming all appointments with both parties. We ensure clarity of information throughout the negotiation process and manage both parties’ expectations to ensure that, when an offer is made, it is accepted.
    • We regard it as part of our job to help negotiate a successful deal.
    • Due Diligence
    • We believe that the most important predictor of success in future roles is success in previous ones. We therefore spend as much time talking to other people about successful candidates as to the candidates themselves.
    • The resulting detailed reference report not only confirms that the right person has been selected, but also indicates how to best manage and motivate the individual.
    • We check all relevant academic and professional qualifications and probe Curriculum Vitae in detail, closing any chronological gaps.
    • Follow Up
    • We keep in regular contact with clients and successful candidates during the first year of appointment so that any teething problems can be quickly identified and addressed.
  • 8. Process Flow Chart
  • 9. Expected Level of Service
    • As a valued client of Brisbane Recruitment you will experience a level of service that will ensure your confidence that all is being done to recruit the best available candidate in the market.
    • On a day-to-day basis your consultant will keep you up-to-date on the progression of the candidate’s feelings and thought process.
    • In situations where your consultant is unable to perform their daily tasks, due to illness or holiday, an appointed member of the Brisbane Recruitment team can keep you updated on candidate progression.
    • For those clients who have engaged Brisbane Recruitment on a retained basis a weekly report showing the activities and progression of the candidates will be supplied.
    • Our clients can be assured that the consultants at Brisbane Recruitment will be trained, monitored and regularly reviewed on their performance.
    • Direct Candidate Contact
    • It is our recommendation that all communication with candidates is initiated via Brisbane Recruitment. This will allow you as a client to focus only on one party (Brisbane Recruitment) rather than communicating through different channels.
    • If this is done the control over the candidate is much stronger and all parties will be comfortable with the communication flow.
  • 10. Benefits
    • The benefits of working with a structured recruitment and search firm like Brisbane Recruitment, will give a business such as yours an advantage by;
    • Anonymity – You may or may not be able to attract the right people to your brand. Many people have formed opinions, whether justified or not, about your business. You can capitalise on presenting yourself via a third party and present a favourable and accurate picture to the market.
    • Time Management – Concentrate on your day-to-day operations and let us find the right people for you to make your final decision on. Chances are that you might already be losing money by not having someone in the vacant position already. Our service allows you to focus on your day to day job rather than spending all your valuable time recruiting.
    • Resources – We have access to resources and networks that will give us insight into current market conditions, potential re-structures and available candidates, either actively seeking or soon to be seeking employment.
    • Objective Opinion and Holistic Approach – Candidates will often express opinions and feelings to a third party rather then incriminate themselves in-front of a prospective employer. A recruitment consultant will also be able to present candidates who are likely to say yes – understanding their personal and family needs that may restrict them from being a long-term employee.
    • Systems – Brisbane Recruitment engages each search assignment with professional ethics and a systemised approach. For example, we do not send candidates until they are interviewed by our consultant team. This allows Brisbane Recruitment to provide the highest quality candidates for our clients.
    • Attraction Strategy – Our professional search methodology and specialist industry knowledge allows us to execute effective searches. Our strength in understanding the right methodologies to achieve maximum results gives us a competitive advantage over our competitors.
    • Understanding Candidate Motives – We spend everyday talking with candidates active in the market. We understanding their wide range of motivators, career aspirations, and plans and our consultative approach allows us to best advise our clients.
    • Guarantee – Brisbane Recruitment offers you a three month replacement guarantee if the candidate falls off for any reason. We find our clients seldom have to make use of this replacement guarantee, but it is a reassurance that is part of our standard service.
  • 11. Recommendations
    • To begin the recruitment process, we will gain an understanding of the specific role that you wish to fill and your company culture and growth plans.
    • Ongoing client contact allows us to gain this understanding, and a relationship is established with decision makers and influencers. This will allow Brisbane Recruitment to provide the best possible recruitment service.
    • I look forward to discussing the details of this proposal with you in person and building a strong relationship and assisting in “Building an Winning Team”.
    • Please give me Alex a call on 0404 253 582