Understanding the exact dimensions of each role is the most crucial element. The more information our Consultants receive the less likely they will be to waste both their and your time in interviewing, assessing, testing and submitting unsuited candidates. The importance of this initial process cannot be over-stated and your time and effort in providing us with this information from the start avoids any ‘back-tracking’ later on.

Experience has shown that a detailed, and preferably written, job description is a necessity. Whilst not all this information goes into our advertisements, or is necessarily passed onto the Job Seeker, it allows us to understand all the aspects of the role and in its wider context within your company.

eJobs employs industry specialists who are readily available to provide input and advice on job descriptions. A site visit is always beneficial and often essential, not only allowing you to meet your Consultant, but allowing us to view your company’s working environment at first hand.

Our Consultants need to sell your role to the Job Seeker and answer their questions. If asked 'What’s my boss like?', 'What’s the Company like to work for?' or 'Can you describe where I’ll be working?', we convey a professional and informed manner if we know the answers!

Our Consultant will have questions for you on the role and company culture, and on the ‘type’ of person you are looking for (or not looking for). Should you be offering contract positions we also need to assess your building for OH&S suitability.

We also need to understand what you expect from us, including any necessary requirements you might want us to adopt.

We need to understand your process for assessing our resumes and interviewing our Candidates. For example:

• Will you be able (under normal circumstances) to assess submitted resumes within 24 hours and allow us to make an appointment for interview?
• What is your interview procedure?
• Once you decide how long before a written offer can be provided?

So now we have the job description. Our next four processes really occur concurrently, but we’ll discuss them separately.

First we will look to see who we might already have in our database or ‘on our books’ who might fit the role. This might avoid unnecessary advertising and speed up the process.

We use proprietary recruitment software containing integrated email, clients, jobs and of course, Job Seekers. It allows powerful Boolean searching with multiple keywords searching through the full text of all our full Job Seeker resumes.

Job Seekers ‘on our books’ are followed-up to check on availability and interest in your role and re-interviewed if necessary. Should role specific tests be required these will be undertaken before any submissions to you.

At eJobs we promote your roles free of charge on all the major internet job-boards. We ensure they remain highly visable and accessible from as many 'portals' as possible.

We are also able to procure national print media at excellent rates due to the buying power of CareesMultiList. However, our methodology is to try cheaper alternatives first! This differentiates eJobs from other recruitment agencies trying to sell advertising space, often as a means to promote their own agencies, as an extra source of profit, and/or as a ploy to gain your job exclusively.

Apart from using Boolean searching on our inhouse database we spent a large amount of time interrogating many ‘resume banks’ on the Internet. Most of these are subscription based services used by recruitment companies such as ourselves. Each has its own niche and usually requires hours of sifting through the many unsuitable candidates before finding the ‘diamonds in the rough’!

Our expert Consultants often rely on their industry contacts to actively search for suitable candidates. This often entails further detective work in locating and approaching possible candidates - or candidates who might know candidates. Often such candidates are not necessarily Job Seekers and need to be sold on ‘other opportunities’.

Having searched for suitable candidates (an ongoing task until your position is filled) and promoted your role on the Internet and in print, each candidate’s resume and details are assessed by our industry Consultants to see which candidates to interview.

By using industry experts, we ensure that our Consultants better understands your exact role requirements. We are therefore less likely to waste time interviewing unsuitable candidates on your behalf.

Our Consultants use a combination of behavioural and objective interviewing techniques. They understand the nuances of the role and are better able to ask the pertinent questions. Interviews average 1 hour in duration, excluding any testing or psychometric assessments.

At the interview, the candidate might be asked to complete various tests. This is role-dependent. If the role is secretarial, then a speed typing test is provided. If their work involves Word or Excel, then these tests will be given in addition (approx 30 minutes each) .

If the role is technical we have over 90 IT tests catering for everything from Analyst Programmers to DBA’s to Telecommunication Engineers to Project Managers.

We also have tests for Accounting, Call Centre, Customer Support, Sales and other occupations.

The non-IT tests are offered free of charge. IT tests are charged at cost (ie., copyright paid).

At eJobs we recognise that it is not just a candidates knowledge and skill base that will decide their success in your organisation, but equally, if not more important is their attitude and motivation.

We also recognise that Employers have different levels of requirement for psychometric assessment. These may range from:

• being content with a simplified candidate assessment to having a candidate complete a very comprehensive assessment
• looking at an individual assessment to assessing the best composition of a group
• assessments based on current situations to assessments based on a company’s or a department’s future requirements.

The results of our interviewing and any necessary testing and/or assessments will determine whether we proceed with the Job Seeker’s application and submit their details to you. If submitted, you can be sure your Consultant has elaborated on your role and told the Candidate exactly who we are representing. We will also have obtained their express permission to represent their details to you.

Having submitted a Candidates details to you we cannot express enough the importance of receiving quick feedback. Job Seekers often have other opportunities presented to them and it is important to 'get in quick' if they appear suitable and to arrange an interview soonest. The same situation applies to making a job offer. Don't let delays rob you of a good Candidate!

Reference checks can be performed at anytime during the recruitment process after the Job Seekers interview.

We always ask for 3 referees - usually calling at least 2 of these. These are usually both work references. Further referees might be requested where referees are unavailable.

After our Candidate has been interviewed we ask for feedback from both parties. How our Candidate feels about your role (perhaps in relation to others), their intentions, what they might be looking for financially, and to meet their other needs etc., is vitally important should you be considering making them an offer.

Any Employer who has had a Candidate take another position at the last moment will appreciate the importance of having close Job Seeker communication through this process.

We provide a 3 month guarantee on all our placements so it’s not surprising we undertake regular follow-up with both yourself and our Candidate to ensure our placement has been successful.....and of course to see how we can assist you in your next placement!