Six Stage Recruitment Process

Chandler Jones International's approach to the delivery of any recruitment assignment is to offer a tailored solution to the client, based on recruitment industry best practice and proven track record as a Preferred Supplier.

This page provides an overview of our six stage recruitment process.

At Chandler Jones International the precise recruitment process and key deliverables would always be agreed following discussions between the client and Chandler Jones International.

Stage One: Initial Instructions

To discuss with the appropriate line management and HR representatives in order to:

• develop the job and applicant specification;
• agree candidate briefing materials, screening and selection processes; and
• to create a shared understanding of key requirements, procedures and timescales.

Where applicable a detailed assignment brief document is then produced by Chandler Jones International and approved by the client.

Stage Two: Candidate Sourcing

Chandler Jones International utilise various proven recruitment methodologies depending on the complexity of individual assignments, in-country candidate behaviours and likely pool of talent available specific to the client's situation and needs.

These include, amongst other methods:

• Extensive database screening;
• Networking;
• Professional and social Networking Media;
• Special events
• Mailshots;
• Bespoke Advertising Campaigns;
• Job Board Advertising; and
• Microsite Creation and Management

The most relevant assignment methodology will be proposed by our consultants and approved by the client prior to any search or advertising activity.

Recruitment sourcing methodologies will always be recommended on the best cost and time to hire basis for the role and country where the need is.

Stage Three: Candidate Screening, Selection and Short listing

The candidates will initially be telephone screened to ascertain their suitability in line with the candidate and job specifications.

During the pre-selection process we will interview and assess the technical capability of the respective candidates against the role specification within an agreed format whilst also considering the cultural fit of the person within the Client.

Special attention is paid to the following:

• The candidate's personal circumstances and motivations, including reasons for wanting to leave their current employer and the exact nature of their contractual position.
• Their reasons for interest in the opportunity.
• An in-depth analysis of the curriculum vitae, and a probing discussion to define the contributions made to previous employers and which identify where the candidate can add value.
• Understanding the individual's broader ambitions to see how these might fit within the scope of the role and the culture of the company.
• Identification of the individual's salary and benefits expectations.

Throughout both the selection interviewing and offer process we would work closely with you to provide current feedback from candidates.

Chandler Jones International is fully compliant with all current statutory and best practice guidelines in background checking a candidate's eligibility to work and proof of qualifications.

We will also take up detailed references on short-listed candidates in consultation with your own requirements.

Also See:

Six Stage Recruitment Process (4-6)