OUR RECRUITMENT PROCESS

McGinty Recruitment has an established name in the market for clients and candidates alike in the provision of quality permanent and contract staff for professional and clerical positions. In what can often be a candidate-tight market, McGinty Recruitment has developed a number of strategies which have proved successful in targeting and retaining quality staff.

Our process is the same for every candidate we refer, no matter what the duration of our association with them. This ensures a consistent, quality level of service to candidates, and the assurance of a quality process for clients.

What follows is a brief outline of the work we do to provide you with the best possible candidates to choose from for any particular role.

Job Order

In order to fill a position successfully, it is necessary to take a detailed brief from the client to determine their key needs and requirements.

For existing clients, this may be conducted via phone, particularly if it is a temporary or contract position.

For new clients, wherever possible we try to take the job order face to face, to establish a rapport with the client and get a feel for the work environment and culture. If this will delay the start of the job search, we will take a brief via phone and begin our search, and can often have resumes ready for the client’s perusal when the face to face visit occurs.

The detailed brief will include information such as:

• Qualifications required
• Number of years experience
• Role description and key responsibilities
• Opportunities for career progression
• Culture and team fit
• Software capabilities
• Salary expectations

This, along with a position description if available, will form the basis for our process of selection for the client, and is crucial to determining the best fit, not only in skill set and in personality.

Referral

Due to our positive reputation and long term relationships with clients and candidates alike, many of our best candidates are referred by people with an existing relationship with us, which gives us access to a large number of ‘passive candidates’ who may not otherwise be on the market.

Database

We also have an extensive existing database of candidates, some of whom are ‘passive’ rather than ‘active’ lookers, who also may not be on the general market. At any one time our active permanent and temporary database will contain around 8,000 people seeking work in any one of our six main recruitment areas.

This database is a core resource for consultants in sourcing candidates for a particular role, as many candidates that have registered with us will not look ‘actively’ in advertising media, instead relying on us to inform them of suitable roles when they appear.

Advertising

Once we have taken a Job Order, we conduct an advertising campaign best suited to the particular role.

McGinty Recruitment advertises specific jobs on a number of internet job sites, as well as on our own site, creating a broad spectrum of web advertising to cast as wide a net as possible.

We also engage in frequent advertising in the Courier-Mail, as well as an intermittent presence in the Financial Review, to ensure national coverage in recognised print media.

For graduate or undergraduate roles, we have utilised University websites and job boards, and McGinty Recruitment itself retains a high profile in relevant industry journals and magazines. In the case of regional roles and / or candidates, local media is utilised for advertising purposes if deemed necessary, though in most instances web advertising is sufficient.

Resume Screening

Upon receipt of a candidate details, their qualifications and career history are screened to establish a preliminary compatibility with the skills and experience required for a particular role. If the information provided appears to be suitable, the candidate is contacted and an interview is arranged.

Candidate Interview

The candidate undertakes a lengthy interview process with one of McGinty’s experienced consultants, in which their education, career progression, any travel or career gaps, and their reason for looking are explored. The consultant establishes with the candidate what they are ideally looking for, both in their next role and in their longer career, and the kinds of experience they are needing, or the roles they preferably want, are clearly identified and documented.

At the end of the process the McGinty Recruitment consultant discusses the market, what roles may be available, and what if any changes to the candidate’s resume might be useful to assist them in their job search. It is also at this stage that any skills assessment is undertaken where applicable. We may also refer them to other agencies that may be able to assist. We also engage in a consultative approach, suggesting changes to their resume to assist their search, and providing advice regarding how to present themselves at interview etc.

After the interview is completed, detailed notes on the candidate’s professional skills and personal attributes are added to our database, to enable quick and easy referral to any suitable roles the client’s may have.

Candidate Registration

Once the candidate has been registered, we keep them informed of any potential roles that that may be of interest, and encourage them to communicate with us regarding any positions advertised that they are interested in, or simply to ask about market trends. McGinty Recruitment believes in consulting to candidates, and being as honest as possible about the nature of the role, the salary/rate offered, and the work environment, so the candidate can make as informed a choice as possible about the positions they consider.

We also add new active candidates to our Newsletter mailing list, which keeps them up to date on market activity, salary levels and hourly rates, and any other information which may be of use.

Skills Assessment

Where necessary, candidates undertake assessments of their software skills, typing speeds etc, using Qwiz software Version 7.3. Typical assessments undertaken include Typing, Data Entry, Word, Excel, Access, Powerpoint. Results are provided to the consultant to refer to other agencies, and a copy is kept on McGinty’s files.

Psychometric Assessments

McGinty Recruitment outsources these assessments, and are able to quickly provide these services should they be required. Turnaround for these assessments is usually 24-48 hours.

Qualifications

In the case of professional candidates, hard copies of qualifications are taken and retained by McGinty Recruitment on every possible occasion. In the event these are not available, membership numbers are recorded for verification purposes.

Shortlisting for Clients / Overviews

So, having conducted a thorough advertising, screening and interviewing process, and having performed a thorough search of our existing candidate database, we create a shortlist of candidates for consideration by the client.

This shortlist will comprise only those candidates who fit the key requirements of the role, and have been fully briefed on the company, the role and the environment. The shortlist usually consists of a maximum of five people, and will include the candidate’s resume and a consultant’s overview outlining our perceptions of the candidate’s key experiences and reasons for suitability for the position. This also clearly states the candidate’s availability and salary expectations. If we only have one candidate suitable for referral, we will only send one candidate. We will not send people who aren’t suitable, purely to make up the numbers. It is our belief that our role is to save the client time and resources and provide a meaningful solution to their needs, not add to their workload unnecessarily.

Client interviews with any shortlisted candidates are arranged to fit in the client’s schedule.

Reference Checking

The contact details for at least two (2) verbal referees, in most cases their most recent direct reports, are obtained on top of any written references which may be provided. Detailed verbal references are obtained, asking a series of specific questions relating to the relevant role. These reports are then recorded onto the McGinty Recruitment database and stored for future use.

Post-Placement Follow Up

Upon placement of a temporary, contract or permanent employee, McGinty continues to add value to the client and candidate by conducting intermittent follow up calls and visits to ensure each party is fully satisfied, and to offer any additional assistance where it may be required. The frequency and timing of these calls are arranged at convenient times for all parties.

Conclusion

And there you have it! This entire process can be amended to fit the client’s timeframes. We have calculated that ten candidates are interviewed for each one that is referred to a client for a specific role, and each consultant will fill at least one role per week, that’s a week’s work to fill each role.

Hopefully this gives you some idea of what we recruitment consultants do behind the scenes to ensure the process works as smoothly and successfully for you as possible!