Our permanent recruitment methodology includes the following:
- Briefing and Preparation
- Advertising and Attraction
- Preliminary Screening
- Behavioural Interviewing
- Testing and Assessment
- Reference and Background Checking
- Short listing and Selection
- Final Interviews and Offer
Briefing and Preparation - Our staff take the time to work with our clients to fully understand the workplace culture, the organisational structure, and the objectives of the role and the organisation. This process allows us to effectively identify pre-qualified candidates from PPA’s extensive internal data base and to develop effective advertising strategies to attract a broader pool of candidates to your role.
Advertising and Attraction - Our strategies to attract and source candidates take many forms. These include advertising via the internet and print media, referrals, networking, targeting industry specific publications and websites. The strategies adopted enable us to 'tap into' the passive candidate market. This ultimately allows us to present an outstanding shortlist of candidates to our clients.
Preliminary Screening - Our preliminary screening process involves a thorough review of the candidates’ application and a telephone screening interview, addressing the basic competencies of the individual with the respect to the individual role. This process also gives the candidate an opportunity to match their expectations and objectives with the advertised role and to form a shortlist of candidates to interview.
Behavioural Interviewing - A behavioural interview is conducted with each shortlisted candidate to assess their suitability against the pre-determined competencies required to undertake the role. Behavioural interviewing allows us to better understand the attitude and motivation of the candidate, rather than just verifying the accuracy of their resume.
Testing and Assessment - The essential first step in any recruiting process is to ensure that skills match the job description to ensure that the candidate can do the job. We have a vast battery of tests and assessments for permanent roles. The assessments utilised are tailored to the competencies required in each individual role.
Reference and Background Checking - We undertake two reference checks for each candidate. Our reference checking process is behavioural-based and expands on strengths and weaknesses identified in the testing and assessment process. Police checks and medical checks are undertaken when required by our clients. We check qualifications, academic transcripts, photo identifications, and the candidate’s right to work in Australia, as relevant to each role.
Short listing and Selection - Based on the interviewing and assessment process, our consultant’s will present a short-list of the best candidates in a face to face meeting with our client. Through discussion, our clients are then able to make a decision on who they would like to interview.
Final Interviews and Offer - Our consultant’s will facilitate the interview between the client and the shortlisted candidates at either our client’s venue or our own. Shortlisted candidates will be fully briefed on the expectations of the role and the organisation prior to being interviewed by our client. We will facilitate the offer of employment and candidate's acceptance and confirm the start date. Post placement follow up will be undertaken with both our client and candidate.
Roles - We have recruited for a wide range of roles in the commercial, government, not-for-profit and industrial sectors. These include the following:
- Receptionists, administration staff, data entry, personal assistants, office managers
- Accounts staff, accounts payable & receivable, reconciliations, qualified accountants, CPA's,
- CA's, company accountants, finance managers
- Billing & credit analysts, data analysts and business analysts
- Qualified professionals - engineering, accounting, drafting, architects, managers and HR
- Insurance specialists, financial planners, paraplanners
- Transport and warehousing staff and managers
- Production planners, supervisors and managers
- Sales and marketing professionals
We have the capacity to tailor the recruitment process to suit the role, the industry and our client’s requirements.
We continually source temporary "on-hired" staff to fit the type of roles required. We understand that there needs to be a strong match between our client’s requirements and the attitudes and behaviour of our candidates. We undertake a thorough process to ensure that the staff on-hired to you are the 'best fit' to meet your individual needs, whether it is for a 'white collar' or 'blue collar' role. Our methodology includes the following:
Sourcing of Temporary Staff - Our consultants continually source temporary staff to fit the type of roles required by our clients. We have a 'state of the art' recruitment system that allows us to quickly source the right candidate for your role. Through advertising, referral, networking and specific targeting of candidates with experience in particular industries we are able to maintain a significant quality pool of temporary staff.
Preliminary Screening - Our preliminary screening process involves a thorough review of the candidate’s skills, abilities and behaviours to determine their suitability to become a PPA temporary staff member.
Interviewing - An interview is conducted with each suitable candidate to assess their suitability against the type of temporary work they are applying for.
Testing and Assessment - We have a vast battery of tests and assessments for temporary roles. Potential temporary staff undertake functional and behavioural assessments to determine their suitability for work with PPA.
Reference and Background Checking - We undertakes reference checking as relevant for each temporary worker. Our reference checking process is behavioural-based and expands on strengths and weaknesses identified in the testing and assessment process. Police checks and medical checks are undertaken when required by our clients. Our consultant’s check qualifications, academic transcripts, photo identifications, and the candidate’s right to work in Australia, as relevant to each role.
Briefing and Preparation - Our staff undertake the time to develop a detailed client brief. For each request our staff will work with the client to fully understand the workplace culture, the job, the organisation and its structure. We will consult with the client in order to determine the objectives and duties of the temporary role and the agreed relevant pay level and timeframes.
OHS Site Check - Our staff undertake an OHS check with all new clients and worksites. An annual follow up is undertaken with existing clients.
- All temporary staff undertake an induction with PPA. Client specific induction can be undertaken where required. Candidates will be briefed fully on the role and its objectives and expectations.
Ongoing Communication - We are strongly committed to service excellence and will maintain regular contact with its clients for the duration of the assignment at agreed regular intervals. Where large numbers of temporary staff are placed in an individual client’s workplace, regular reporting and monitoring processes are set up, tailored to the client’s requirements, with a dedicated Account Manager to the client as their main point of contact.