01/10/2009

Recruiment Procedure

Clients hear about Nine2Three from a variety of sources; from our marketing and publicity initiatives, directly from our website, from previous client’s word of mouth referrals and from returned business from existing clients. While we specialise in accounting and clerical roles, we have placed our candidates into full-time, part-time, casual and temporary positions, all over Sydney in a variety of small and large businesses. Our staff pride themselves on providing superior customer service in all aspects of the recruitment process.

Once a client contacts Nine2Three, we instigate a client visit and/or gather all the background information together to help us put together a job overview, which would contain the job profile, assignment description, and the essential and desirable criteria required to perform the role. Also, we identify all the job specifications such as hours and days of work and proposed salary for the role. We put together a recruitment proposal for the role, and the client receives everything in writing.

At Nine2Three, our recruitment process is thorough and extensive. The first step is to send out a job alert via email to the candidates on our database, to advise them that we are looking to fill a vacant position. Our database contains over 3000 candidates, all with different skills and experience. This service is complimentary to the client. 

Following this, we will advertise. This may include major on-line job boards and/or print advertising, depending on the specialty of the role and what type of candidate we are trying to attract. For instance, a Finance role is best advertised in the Australian Financial Review, but a local job looking for a local person is best advertised in the regional newspapers.

Also, all our consultants use their own industry contacts to identify candidates. In addition, Nine2Three has developed strategic alliances with many industry bodies and are able to contact candidates from a variety of sources.

Applicants flood in, and we thoroughly examine resumes for work experience, educational qualifications, and skills match to the role. We conduct telephone interviews with candidates to further scrutinise their specific skills and background.  Our face-to-face interviews involved behavioural interviewing techniques along with competency based questioning.

Nine2Three undertakes specific referencing checking, speaking directly to previous supervisors of the candidate to asses their  work abilities and attitudes.

Clients will be forwarded a copy of the candidates CV, and a candidate profile, which includes a summary of the first interview and comments from the two work references, to build a picture of the candidate being put forward for the role.

We  move quickly and forward each lead candidate to our client for ongoing interviewing. Our recruitment procedure is thorough and exclusive to your role. With Nine2Three involved, you can rest assured that you are receiving the best in recruitment excellence.

Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.

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