We won’t waste your time
with the wrong candidates.

A great recruitment consultant should save you time. By taking the time to know your business intimately we save time when finding your ideal candidate who’s right for now and for the future. Our approach, our mission and our process are designed to do just that. 

 

Our Approach

 

Our approach is founded on openness and consultation. We prioritise getting to know you thoroughly, whether it pertains to your business values and objectives or your personal goals. This foundational understanding allows us to provide you with an exceptionally professional, efficient, and effective recruitment service.

 

Our Mission

 

Our mission is to enhance people’s lives by finding employment that suits their needs, meets their ambitions, and provides them with an environment to thrive now and in the future.

We do this by respecting everyone who we interact with, taking the time to know them and understanding what it is they are looking for.

We make sure we give every person the best possible recruitment experience with our agency every time – creating lasting impressions, fostering enduring relationships and forming recurring long-term collaborations.

 

Our Values

 

Our values are deeply connected to RESPECT:

 

Relationship Focused: We make lasting connections. By taking the time to really know our clients and candidates we create long term relationships.
Excellence: We bring our best everyday. We exceed expectations by applying ourselves wholeheartedly in everything we do.
Service Driven: We’re here to help others. We are proactive in our communication and prompt to respond. We only recommend the right candidates to the right clients.
Passionate: We live and breathe what we do. We are passionate about the people we work with, and the industries we service.
Ethical: We do the right thing, always. Act with integrity and honesty in all interactions, and make decisions that are fair, transparent, and respectful.
Caring: We genuinely care for others. For anyone we interact with, we take the time to guide them in the right direction.
Trustworthy: We can always be relied on. We build and maintain trust by being thorough, clear, and accountable in all our actions and communications.

 

Our Process

 

We are process driven and thorough in getting to know each candidate who applies to make sure they are the right technical and cultural fit for your business. This typically involves the steps below:

STEP 1: Needs analysis

We take a systematic process to identify the specific skills and qualifications required for the role, ensuring alignment with the company’s strategic goals. It involves job analysis, competency mapping, and gap analysis to pinpoint the necessary attributes for new hires. Stakeholder consultation and market analysis help refine the recruitment strategy, considering available resources and labor market conditions. The process concludes with implementing the recruitment plan, monitoring its effectiveness, and making adjustments based on feedback.

STEP 2: Candidate sourcing

We’ll start the hunt for the right person to fill the role, attracting and engaging both active and passive job seekers through various channels such as advertising on seek, social media, and contacts and referrals through our professional networks. Our strong relationships with candidates ensures a diverse and robust pipeline of talent, improving the chances of finding the right candidate efficiently and effectively.

STEP 3: Initial phone screening

A preliminary interview is conducted over the phone to assess a candidate’s suitability for your advertised role. It typically involves verifying basic qualifications, discussing the candidate’s experience and skills, and gauging their interest in the position. The screening also helps clarify any discrepancies in the candidate’s resume and provides an opportunity to discuss salary expectations and availability. This step helps us shortlist candidates for more in-depth interviews, ensuring only the most qualified and interested individuals move forward in the hiring process.

STEP 4: Skills Assessment and face to face behavioural interview

A face-to-face interview involves asking candidates questions about their past behaviour and experiences to predict their future performance in similar situations. This type of interview focuses on assessing soft skills, cultural fit, and how candidates handle various work scenarios, providing deeper insight into their suitability for the role.

Candidates also complete a skills assessment designed to measure their ability to perform specific job-related tasks or demonstrate required competencies. It can include technical tests, practical exercises, or online assessments relevant to the job.

STEP 5: Reference Checks x 2

We’ll contact the job candidate’s previous employers, colleagues, or other professional contacts to verify their employment history, qualifications, and performance.

This helps us confirm the accuracy of the information provided by the candidate and gathers additional insights into their reliability and potential fit, as well as information about how they like to be managed, how they work best, and the environment they need to thrive.

STEP 6: Face to face interview with Client

After we’ve found who we believe to be the best possible candidate(s) for your role, we’ll organise a face to face interview with you.  We coordinate the logistics, including scheduling and preparing both the candidate and the client for the interview.

We will then work with you to get your feedback about the candidates, and progress according to your feedback.

STEP 7: Offer made to Candidate

This involves communicating the details of the offer, including salary, benefits, job title, and start date. Operating on your behalf, we will also addresses any questions or concerns the candidate may have and may negotiate terms if necessary. This step is critical for securing the candidate’s acceptance and ensuring a smooth transition to their new role.

STEP 8: Candidate and Client aftercare

After an offer is accepted, we provide ongoing support to ensure a smooth onboarding process and successful integration. For the candidate, this includes providing guidance on starting the new role, answering any final questions, and offering support during the transition period. For the client, it involves checking in to ensure the new hire meets expectations and addressing any early concerns. This aftercare helps foster positive relationships, ensuring both parties are satisfied and reducing the risk of early turnover.

Meet the Deacon Recruitment Team

Felicia_McCallum_Deacon_Recruitment

Felicia McCallum
Managing Director

Skeilla_Mclennan_Deacon_Recruitment

Skeilla Mclellan
Senior Recruitment Resourcer

Natalie_Hill_Deacon_Recruitment

Natalie Hill
Recruitment Consultant Resourcer

© Deacon Recruitment 2024