We believe following a thorough process is essential when sourcing and selecting talent for your business. The following is an outline of the recruitment process.

To connect you to the right people, we believe this is the most important part of the recruitment process. Getting the right person first time, starts here. One of our specialists will meet with you face to face to discuss your organisation, culture, structure, objectives, role and person specification. Our experience means we can add value at this stage in defining the ‘right’ person and where they will come from.

Based on the briefing, we will design the most effective methodology that will enable you to source the right person, first time, in the quickest and most cost-effective manner.

We will manage all media design and copy development to ensure you get the best responses to your advertisements and our expert design agency can help your advert to stand out. All candidates, without exception, will receive a personal response to any applications made.

This part of the process determines the quality of our shortlist. Through effective interviewing (behavioural and core competency based) we are able to establish the best fit in terms of the technical skills as well as culture and team fit.

However, what really distinguishes our approach is that we actually align our style and technique to your own, so that we become an extension of your business. Through core competency alignment you can be confident that we are measuring the candidates against the same criteria as you.

All shortlists will be presented with an objective candidate report discussing relevance for the role, technical ability and culture fit. We can also tailor this report to your specifications.

This is a critical and extremely sensitive part of the overall process. We spend a great deal of time with candidates throughout the process so we get to understand their motivations from a personal, financial and career perspective. This allows us to be more effective in getting results without going through the whole process, only for a candidate to reject your offer and have to start again. We pride ourselves on being the experts in connecting you to the right people, first time.

Every candidate we place will have at least 2 in-depth reference checks conducted to ensure suitability for the role. This can also be combined with a variety of psychometric tests that we can organise on your behalf. We can also arrange police and probity checks where required.

All of our reference checking is tailored to your specific organisational needs and culture and uses behavioural based questioning to achieve the most objective insights into an individual. Six Degrees Executive do not use the same reference check for every individual but design them specifically to suit the role, your culture and ensuring that we address any concerns that arose through the interview process. Only then do reference checks actually add value.

Finding the right candidate for a job is not the end of the assignment. We do not feel confident that we have done our job effectively until we have assessed how the individual is getting on. We will contact the candidate a number of times to ensure you have a happy employee.

If you are interested in a confidential discussion about how we can assist you in reducing the six degrees of separation or if you would like some advice regarding salaries, structure or recruitment processes please contact one of the directors on 8613 3500.