Hallis is an established recruitment firm providing contact centre staffing solutions. They have over 25 years of experience and a reputation for expertise in contact centre management. Their recruitment process is robust and ensures candidates are thoroughly assessed based on qualifications, skills, abilities, and cultural fit for the role. References and background checks are also conducted. Hallis aims to deliver qualified candidates quickly and to provide excellent customer service throughout the recruitment lifecycle.

1. Hallis Contacts
Dominic Cozzupoli
Recruitment Consultant
Direct Phone: (02) 8274 3902
Mobile: 0429 154 573
Email: dominic.cozzupoli@hallis.com.au

2. Capability Statement
Hallis is an established provider in contact centre recruitment services. With a reputation for service excellence and education in the
contact centre industry, Hallis is recognised as the first choice provider in this sector. With extensive networks, experienced recruitment
specialists and an innovative and robust recruitment methodology, Hallis delivers quality recruitment outcomes and speed to market
every time. Our qualified team recruits across a broad range of industry positions for permanent, temporary and contract opportunities. It
is our commitment to service with a proven ability to deliver the best possible candidates that ensures client satisfaction. Our main
points of differentiation are as follows:
• Over 25 years of experience with an established brand recognised for expertise in contact centre management
• Demonstrated delivery of exemplary service within commercially competitive pricing terms of business
• Ability to successfully project manage volume recruitment campaigns meeting defined Service Level Requirements.
• Demonstrated capacity in managing some of the largest, ‘on demand’ volume recruitment campaigns not limited to; Major share
registry floats; Federal Electoral Rolls and Government Emergency Services
• The provision of trusted, expert HR consulting advice in the areas of retention, employee engagement, resilience and remuneration
• The Hallis Recruitment Methodology ensuring recruitment, assessment and selection process and tools robust, defensible and
validated
• Service delivery supported by dedicated, highly skilled account management team.
Our Approach
When engaging Hallis you can expect an open and communicative business relationship that will operate as an extension of your
business in delivering culturally aligned recruitment solutions.
Our Account Management team will ensure the timely and cost effective provision of services, as well as excellence in customer service.
Hallis supports the implementation of O’Brien Glass’s Service Level Agreement (SLA). As part of the execution and management of any
agreement Hallis will undertake services in line with the key performance indicators (KPIs) to achieve optimum recruitment outcomes
that are aligned to O’Brien Glass’s strategic imperatives.
Our People
Our success depends on the quality of our people. We believe that a driving force of our organisation’s success is the talent and
dedication of our people in providing a professional, knowledgeable and ethical service to clients and candidates alike. We are proud to
maintain a people first culture and are firmly committed to the belief that we can only create value and confidence for O’Brien Glass
through outstanding service delivery – by giving the highest attention to our people, processes and technology.
Our Vision Is to be regarded as a leader in the delivery of recruitment and workforce management solutions by building partnerships
and delivering service excellence to our customers, employees and the wider community.
Our Values define who we are and our core beliefs. These values govern our decisions, actions and behaviours. They define how we
work with our customers, colleagues and community.
Our Values are Integrity, Partnership, Responsibility and Teamwork.
Quality Accredited
Hallis ensures the consistent delivery of quality permanent resources, particularly in a highly competitive market by following a
methodology that is accredited by SAI Global certification to ISO 9001. Hallis has maintained full certification for the past 17 years. We
use this proven, quality assured methodology in the recruitment and selection of all candidates.
Technology
In support of our delivery of services Hallis invests significantly in supporting technology systems, including:
• Customer Relationship and Candidate Management
• Applicant tracking systems
• Sourcing and assessment tools
• Reporting tools and related analytics
• Integration of technology solutions into O’Brien Glass’s existing systems where required

3. Permanent Recruitment Services
Australia's changing workplace, stability, permanency and opportunity is the focus for many employers and employees. Attracting and
retaining talent is critical to any organisation's success. Within the current labour market, retaining talent and ensuring business
continuity is an ongoing challenge that requires prudent human resource management. Hallis works closely with our clients to ensure
that the right attraction and selection strategies are in place, and once the right talent has been secured, that it is retained and fostered
within the business.
Our Recruitment services support a range of permanent placements including:
• Senior Appointments
• Specialist Roles
• Permanent Placements – Entry level, Team Leaders, Managers
Temporary Staff Services
Temporary staffing is a highly effective way to bridge employment gaps throughout the year in order to support the peaks and troughs of
workloads. Many organisations are also now using the Temporary to Permanent transition as a way of assessing the potential 'fit' of a
new employee. With an enviable database, we are able to quickly respond to our clients' business requirements. We are passionate
about looking after our temporary labour force. Our success is underpinned by utilising innovative technology, fostering long term
relationships with our candidates and ensuring that we can offer genuine career opportunities to meet their needs
Contractor Management Services
Hallis Contractor Management Services can work with O’Brien Glass to create a truly bespoke solution. We assist a number of
organisations, with both large and small contractor workforces which operate across range industries. We have full capacity for national
coverage as supported by dedicated account managers. Whether Hallis is engaged to manage one contractor or an entire workforce, we
can co-ordinate any combination of the following functions as well as the entire end-to-end contractor management service including:
• Remuneration management, including payroll processing, superannuation, taxation, insurance, Award interpretation and payment
summaries
• Full on-boarding including contracts/employment agreements and related policy governance
• Provision of online timesheet tool
• Probity checks including but not limited to: Police, Work Rights, References,
• WHS and Workers’ Compensation
• Communications. issues and records management
The benefits of outsourcing Contractor Management functions to Hallis include:
• A reduction of operating costs through scale and process efficiency
• Increased visibility and control over contractor workforce
• Improved management focus on strategic issues
• Improved levels of service and quality
• Removal of a contingent liability from your balance sheet
• Flexible, compliant engagements (PAYG or Pty Ltd)
Key Components of the Recruitment Process
1. Resume Screen
The aim of the resume screen is to determine the candidate’s experience, background, achievements and other essential areas and
if they appear to meet the minimum requirements for the position.
2. Telephone Screen - Interview

4. Telephone screening initially reviews the candidate’s background. This leads onto a behavioural-based interview to assess if
candidate meet the minimum requirements to progress to the next assessment phase. The areas covered in the phone screen are
tailored and based on the information contained within the JSM.
3. Behavioural Interview
Hallis’ interview approach includes both a thorough review and understanding of the candidate’s history, experience, achievements.
Behavioural interviews are developed in line with the information obtained in the JSM including key behaviours and competencies
required for success in the role. The interview guide is tailored specifically to obtain evidence in relation to a candidate’s suitability
for that role. This style of interview requires that the candidate to provide specific evidence and examples from their previous roles
that reflect a demonstrated competency.
4. Role Plays
This is an exercise where candidates are required to demonstrate their performance in a scenario situation simulating parts of the
role. The scenario generally requires the candidate to respond to a role player in either a face-to-face situation, via the telephone,
Internet or a combination of all three. Role plays are a very effective means of assessing the candidate’s preferred way of dealing
with situations and their reactions and behaviours, with the assessor (Hallis consultants) taking note of effective and not as effective
behaviour that would lead to the desired result in a real situation. Role plays can include a second component whereby the
candidate following the role play is required to develop a report based on the information provided. This allows for an assessment of
the candidate’s communication abilities and planning and organising skills amongst other competencies.
5. Ability Testing, Personality Profiling and Cognitive Ability Assessment
A suite of on-line tests and assessments is available and incorporated based on the job profile requirements. Appropriate selection
of such tests contributes to the predictive value of the assessments.
Ability Tests: Ability tests look at the extent to which you are able to carry out various aspects of a job; for example, verbal
reasoning and numerical reasoning abilities. Such tests identify a candidates potential to do a task. In this case, the assessment
methods aim to simulate aspects of that task
Personality Profiling: Personality Questionnaires look at behavioural preferences, that is, how you like to work. They are not
concerned with the candidate’s abilities, but how they see themselves in terms of your personality; for example, relating to others,
and how they deal with feelings and emotions. There are no rights or wrongs in behavioural style, although some behaviours may
be more or less appropriate to certain situations and work environments.
Cognitive Ability: These tests are relevant for use in assessment where the following tasks are critical aspects of the job or role:
analysing and interpreting written and oral information and preparing. Secondly, a selected online assessment that measures a
candidates’ ability to draw inferences from, and understand the relationships between various concepts, independent of acquired
knowledge. This type of test is relevant for use in assessment where the following tasks are critical aspects of the job or role:
dealing with new concepts, new approaches, answering the questions “why” and “how”, resolving complex and ambiguous
problems.
6. Reference Checking
Reference checking provides independent evidence of performance relative to key success behaviours. Hallis process also
facilitates the validation of the referee as well. Reference checks are a vital source of information and allow Hallis to verify that the
information obtained through the assessment process has actually been applied in the job. By controlling the information received
through reference checks, we ensure thoroughness and consistency. This minimises the risk when making a hiring decision. Both
negative and positive comments will be included to make a fair assessment of the candidate.
7. Probity Checking
• All candidates are required to provide evidence of their identification in line with the 100 point check system.
• All candidates are required to confirm Work Entitlements and any visa provisions and/or obligations.
• Hallis confirms visa status via the Department of Immigration’s VEVO system.
• Temporary employees complete an approved Work Health and Safety Module (WorkPro) as part of their safety induction.
• Verification of candidate qualifications e.g. tertiary studies