Our Recruitment Process
Australasian Recruitment Company sources, selects, and screens all our candidates before presenting them to our clients, to ensure high quality results.
Below we have listed our standard process when it comes to recruiting for businesses in London.
Referrals and recommendations are our lifeblood. 75% of our placed candidates have been personally referred, either by candidates we have assisted or clients we have helped. Most candidates are exclusively registered, giving you access to best-in-class candidates who would otherwise be inaccessible. Many of our candidates have worked with us for years and come with impeccable personal and professional references.
We have a specific emphasis on those candidates who are immediately available and open to temporary, contract and permanent work.
As well as having a substantial dedicated London-based Resourcing and Candidate Management team, we also conduct up to 10 highly attended overseas Roadshows annually across Australia and New Zealand to secure overseas talent prior to UK arrival.
The following are the qualities of the person we seek beyond the CV, regardless of nationality:
- “Can do” attitude
- Hard working
- Positive work ethic
- Determined to add value
Australasian Recruitment Company places a diverse selection of candidates from all backgrounds and nationalities who share the above traits. We foster a career-orientated, consultative approach to our candidates, thereby engendering and enhancing candidate loyalty. We meet candidates at our offices or offsite as required. With over 100 Clients across London, some of them use us solely for permanent recruitment, some of them use us solely for temporary recruitment. Most of them use us for both!
Selection starts with you!
We take pride in understanding our client’s business from the inside out – their brand, their culture, their marketplace, and their needs. We focus on long-term client partnership creation based on quality, integrity, and the continual exceeding of expectations. Once we know your business, we then pride ourselves in matching people to opportunities and culture, not just CV’s to job specifications.
We listen to both our clients’ and our candidates’ needs – no candidate is submitted unless they are motivated and interested in our clients’ opportunities.
We build tailored candidate profiles for our clients based on proven skills and qualifications, IT-assessed strengths, competencies and personal attributes. This information is identified during the interview process which our candidates regularly describe as being the most thorough in the Office Support marketplace.
Screening and Vetting Candidates
All candidates undergo rigorous screening which incorporates:
- CV screening
- Phone assessment
- Face-to-face interviews with a minimum of two consultants focused on establishing key competencies
- Skills testing
- Reference checking
- Visa and/or employment status verification
Ability on software capability is assessed alongside appropriate aptitude, numeracy, grammar and translation with the facility for skill enhancement training via our ISV Online Testing system.
Our screening process ensures we only ever work with those who have reached the required professional standards.
Educational, Professional and Visa Checking
All candidates have their educational and professional (where relevant) qualifications checked in person and have them scanned onto our database. Where candidates are unable to provide this information, we ask that they send information to us for verification at a later date. We do not submit candidates who have not, in person, provided the necessary documentation either at registration, or during the client interview stage.
All visas are checked in person and scanned onto our database to ensure all candidates are able to work in the UK.
Where our clients have specific vetting requirements, we have a dedicated team who conduct the following checks for positions deemed “High Risk”:
5 Year Event History (work/study/travel) where all roles within the past 5 years require specific start and end dates, and all roles within the past 3 years require a written reference. Any employment gaps which include travel are explained in the form of itinerary’s, passport stamps and visas.
5 Year Address History where proof of current address in the form of bank statement/utility bill/lease etc. is provided, alongside confirmation of the specific periods spent at prior addresses
Other information where emergency contact details are provided for the candidate – name, relationship to that candidate, their contact number, and email address.
Personal Referee where the name, phone number, full address, how long the candidate has known that person & their occupation. This person cannot be a relative; must be a professional person but the candidate must know them in a personal capacity; they cannot be a former employer, manager or teacher; they must provide a colour copy of their passport – front and back cover, crest page, photo page as well as their Mother’s maiden name.
DBS Checks – The Criminal Records Bureau (CRB) and the Independent Safeguarding Authority (ISA) have merged to become the Disclosure and Barring Service (DBS). CRB checks are now called DBS checks and are conducted where required by our clients.
Reporting and Review
We utilise the recruitment software Profile RPM as our information management system and always ensure that candidate information is kept up-to-date. The system also manages our candidate follow-ups so we can ensure we adhere to our high standard of candidate contact.
We guarantee regular contact with our candidates, regardless of whether they have found employment through ourselves. We are committed to constant contact throughout the hiring process with both successful and unsuccessful candidates. We ask our clients to provide comprehensive interview feedback to assist us in our ability to provide the best possible guidance and advice for our candidates throughout their careers.
We are able to provide clients with detailed management reporting across any required matrix. Our reports can be tailored as needed across whichever time period is requested. Examples would include temporary, contract, temporary or permanent or permanent costs across department; hiring manager; location; job title etc.
We encourage quarterly, half yearly or annual review of our performance against our clients’ Key Performance Indicators (KPI’s). Typical KPI’s could include rates such as order acceptance; CV acceptance; CV quality (interviews per CV); offer acceptance; fill rate; vetting and account management. We also conduct regular post-placement contact – typically weekly for the first month of an assignment and monthly thereafter.