Since April 2013, Acworth Recruitment has worked flexibly alongside our clients while utilising an innovative web-based candidate portal to help our clients find, interview, and hire the best staff – while remaining cost-effective and saving our clients time through effective shortlisting. Our recruitment process involves working closely with our clients to identify their needs and screen candidates on their behalf to develop a detailed shortlist of candidates with solid potential.
In late April 2020, a long term client came to us to advise that a long term employee was moving on, and they needed a replacement. We liaised with that client to determine the scope of the role – including necessary skills, experience and qualifications, along with salary and other considerations. Once we had this information, we pulled together an advertisement and, with our client’s approval of the contents, posted it on SEEK.
Within the first 3 days of screening, we received 15 applications via SEEK with 8 of some potential. As part of our shortlisting process, we directed those 8 candidates to upload their resume and answer role-specific questions through our online application platform (a form of ATS). By the Friday we had received 6 completed online applications and reviewed candidates’ detailed responses. We conducted a telephone screening with 1 candidate, progressed him to an automated pre-recorded Video Interview, and wrote a report of our impressions based on the conversation. We shared the full details of all 6 candidates with our client.
The progressed candidate completed the Video Interview over the weekend and, upon review, our client decided to meet with the candidate the following day. Our client liked the candidate and called him to clarify a few things the day after the interview – but was advised that the candidate had just been offered and accepted another role.
Based on this, we continued screening. Over the next 5 working days we received 10 applications via SEEK with just 3 of any potential. Of those, two completed the Online Application questions and we conducted telephone screenings and progressed them to video interview. Of those two, our client decided to meet with one candidate for interview. Our client was very impressed with this candidate and asked that we conduct reference checks. Once we had spoken with two references and reported on these to our client, a job offer was made and accepted.
If our client had recruited for this position in their own time, they would have received 26 resumes with limited information and would have spent many hours contacting and meeting with candidates who may not have been of potential. With the Acworth Recruitment shortlisting processes providing detailed information, and the video interview providing a glimpse of the personality and communication style, our client interviewed just two strong candidates and offered the role to one of them. We filled this role in under 10 working days, with our client taking just 3 or 4 hours of their own – saving them at least 7 hours.
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
Acworth Recruitment utilises a quality recruitment process with a focus on effective shortlisting – saving our clients from spending hours reviewing candidates who don’t fit the role requirements.
Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.
For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.
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