The right people, at the right time, for the right role—every time
Our Recruitment Process Steps in Details
Phase 1: Discovery and consultation
Phase 2: Role definition and candidate profiling
Phase 2: Role definition and candidate profiling
Purpose: Establish a shared understanding of the role, business context, success criteria, and constraints before any sourcing begins.
Key activities:
Stakeholder interviews with hiring manager, HR lead, and relevant business sponsors to capture objectives, priorities, and non‑negotiables.
Context review of organizational strategy, team structure, reporting lines, and any recent change initiatives that affect the role.
Role impact analysis to define how the role contributes to business outcomes and which competencies drive success.
Market and remuneration scan to validate salary bands, availability of talent, and competitive positioning.
Risk and compliance check to identify regulatory, visa, or sector‑specific requirements.
Phase 2: Role definition and candidate profiling
Phase 2: Role definition and candidate profiling
Phase 2: Role definition and candidate profiling
Purpose: Translate discovery insights into a precise, market‑ready role specification and candidate profile that guides sourcing and assessment.
Key activities
Drafting the job specification with clear outcomes, core competencies, behavioral indicators, and technical requirements.
Defining assessment criteria and weighting for skills, experience, cultural fit, and potential.
Agreeing employer value proposition and candidate messaging tailored to target segments.
Approval workshop with hiring stakeholders to finalize the specification and selection process.
Phase 3: Sourcing and talent attraction
Phase 2: Role definition and candidate profiling
Phase 3: Sourcing and talent attraction
Purpose: Execute a targeted sourcing campaign that balances speed, quality, and diversity.
Key activities
Multi‑channel sourcing using direct search, job boards, professional networks, and targeted outreach.
Employer branding assets deployment (role advert, landing page copy, candidate FAQs).
Active candidate engagement including personalized outreach and pre‑screening messaging.
Diversity and inclusion measures to ensure a broad and representative candidate pool.
Phase 4: Assessment and selection
Phase 3: Sourcing and talent attraction
Purpose: Objectively evaluate candidates against agreed criteria and present a high‑quality shortlist.
Key activities
Structured screening using the assessment matrix and competency‑based questions.
Technical or psychometric testing where appropriate, administered and interpreted by our team.
Behavioral interviews with calibrated scoring and evidence capture.
Stakeholder interview coordination and debrief sessions to align on final candidates.
Phase 5 Offer, Negotiation & Onboarding Handover
Purpose: Secure the preferred candidate and ensure a smooth transition into the organization.
Key activities
Offer strategy advising on compensation, benefits, and acceptance incentives.
Negotiation support acting as intermediary to protect employer position while closing the candidate.
Pre‑boarding plan including documentation, role expectations, and first‑90‑day objectives.
Handover to HR with onboarding checklist, training needs, and stakeholder introductions.
Phase 6: Review and Continuous Improvement
Purpose: Validate outcomes, measure impact, and refine the process for future hires.
Key activities
Post‑placement check‑ins at 30, 60, and 90 days to assess fit, performance against objectives, and any support needs.
Hiring review with stakeholders to capture lessons learned and candidate experience feedback.
Metrics and reporting on time‑to‑hire, quality of hire, retention risk, and diversity outcomes.
Process optimization recommendations for future roles and talent pipeline development.