Recruitment Process
|
|
|
|
|
|
|
||
|
Home About
Us Employers Job
Seekers Vacancies Useful
Info Contact Us |
||
|
Recruitment Process
|
||
|
Current Vacancies
|
Client BriefingMcLaren Associates believes that it is important to obtain a comprehensive briefing from our clients before embarking on the recruitment process. Our Consultants examine each position description, person and competency profile and the organisational outline. They also discuss the clients preferred appointment process and timeframes and agree on proposed remuneration levels based on their knowledge of the market.Candidate SearchMcLaren Associates is able to offer a selection of suitably qualified candidates within job categories at all levels - from graduates and support staff through to senior management - via our comprehensive recruitment database, extensive networks and/or executive search.AdvertisingWhere necessary, the company undertakes advertising written in a style that reflects the client's business and personnel objectives. All text and advertising costs are pre-approved by the client. We have a service agreement with our advertising agency which gives us access to highly competitive rates.QualityCandidates must pass McLaren Associates' initial screening before any further evaluations are carried out. No candidate is progressed until the consultants are convinced that the candidate is seriously interested in pursuing the position and is well suited to both the role and the organisation's culture.Assessment TechniquesFor management and technical positions McLaren Associates employs a number of assessment techniques to determine candidate suitability. These are conducted on a client need basis. Prior to commencing each individual recruitment and assessment assignment the consultants identify the client's specific requirements. This ensures both the client and the consultants understand and agree on the interview process and assessment procedures to be followed.McLaren Associates advocates the use of structured interview techniques and believes interviewing should form only part of the assessment and recruitment process. It should be complemented by in-depth reference checking and may include personality assessment and aptitude testing to validate verbal and numerical critical reasoning. Competency IntegrationPeter McLaren has experience in the application of competencies in relation to recruitment and regularly participates as an assessor in the use of competency-based assessment centres with clients.Candidate ReportReports to clients cover the candidate's background and interest in the position along with the evaluation of competencies including other relevant information and an overall assessment.A summary and recommendation statement from McLaren Associates concludes each report. Reference CheckingAt least two verbatim referee statements are completed for the preferred candidate(s) with people to whom the candidate has reported directly. These cover the candidate's strengths, work-related abilities, skills and areas for personal development.Full reports on each reference check would be provided to the HR Advisor and/or Hiring Manager. We can also assist in providing thorough background checks, including verification of educational qualifications, Police and credit checks. This is especially useful for overseas candidates and can include checks in their country of origin. These services would be quoted for on a case by case basis depending on the type and depth of checks required. Placement and Performance GuaranteesMcLaren Associates provides a minimum three-month guarantee period for each candidate recruited. The guarantee will vary according to the level of the position and is detailed in our normal Business Terms and Conditions. |