The Process
- Ensure COREcruitment has authorisation to recruit for a position.
- Company Research:
- Take a full brief on the position
- Skills, Knowledge, Aptitudes directly related to the job
- Type of experience necessary
- Competencies necessary
- Education and Training
- Any criteria relating to personal qualities or circumstances which must be essential and directly related to the job and must be applied equally to all groups irrespective of age, gender, race, nationality, religion or belief, disability, membership or non-membership of trade union, to do otherwise is potentially discriminatory.
- Understanding the working environment - This can involve speaking to the hiring manager or visiting the site itself to better understand the business or the recruiter.
- Collecting peripheral information regarding the job role such as benefits, induction and training.
- The search for suitable candidates now begins. The objective is to get a good selection of quality candidates.
- Internal and external database search as well as source for applicants through referrals.
- All applicant CV's are collected and reviewed in line with criteria collected. Those who do not have the right experience and qualifications for the role are regretted and given feedback where requested.
- Those who are suitable are telephone screened to probe further into their background and experience - also to examine their motivations for changing their current job and those in the past. We also ask all applicants at this stage about their working status in the UK.
- We discuss vacancies with suitable applicants - All job details and information collected about the job role earlier in the process.
- Manage applicants through the application process - Collecting and giving feedback and ensuring interest in the role. We aim to keep in touch with the candidates past their 3 month probation period to ensure no problems arise.
- Other areas we probe into are:
- Reason for leaving
- Salary levels in past roles
- Driving license status
- Relocation/preferred locations
- Staffing numbers / Turnover figures
- Motivations for changing positions