Full Recruitment Service

Star Finder Recruitment Methodology

Job Brief / Benchmarking

Before commencing any recruitment activity, it is imperative that we gain a thorough understanding of the work environment, organisational culture, team members as well as the role itself. In addition to gaining a detailed job brief, we can benchmark your superior performers by interviewing, assessing and profiling your employees. Our Account Manager would be pleased to take the time to meet with all key personnel to gain the required information for the purposes of establishing job briefs. Career Destinations would view itself as an extended arm of the organisation, rather than a separate entity.

Candidate Sourcing

Using our experience in recruitment, we recommend the following strategy to source candidates:

Print Media
Internet
Career Destinations database/networks
Executive search strategies

Initial Screening

Resume Screen / Telephone Screen

We place considerable emphasis on effective telephone screening processes ensuring all candidates are assessed for suitability against the key requirements of the role. Only those considered a potential match will proceed to interview.

Interview & Assessment

Face to face interviews are conducted with all short listed local candidates. Interstate candidates will receive an in depth telephone interview followed by a face to face interview with a trusted Career Destinations network member. Interviews will examine skills criteria as well as knowledge, experience, personality profile, job related attribute testing and cultural fit.

Authentication / Validation

All relevant licenses, qualifications and residency status are verified by Career Destinations, prior to referral. In addition to these thorough checks, a minimum of two (2) work related reference checks will be conducted on each and every short listed candidate prior to sending them to you. Executive search assignments will incorporate further authentication/validation strategies.

Shortlist

A shortlist of suitable candidates will be presented to the hiring manager. Information presented will include the candidates work history, qualifications, consultant comments (interview summary and consultants impression) and testing results where applicable.

Follow up

As an important part of the recruitment service, we will remain in contact with the selected candidate and hiring manager to ensure all parties are satisfied with the employment process. Contact will be made with both parties in the following schedule (or as close to as possible);

First day of employment
End of first week
End of first month
End of second month
End of third month
End of fourth month

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