Client Information
SearchWorks specialises in identifying good quality candidates. We find people for roles (as opposed to finding roles for people) using our network of contacts. In other words we search for candidates that meet your criteria.
What makes Searchworks Unique?
Our key skill is networking.
We actively search to find candidates that will not show up through normal advertising channels.
Our Driver is to get a total fit
We consider all aspects of the role, not just the Position Description or technical skills. We evaluate candidates for fit with organisational culture, style, and other special requirements
Our Quality Control system ensures you get the best few candidates
We will evaluate each candidate against at least 5 key requirements and only present those that rate highly in all five. We will write a report that details directly relevant experiences. We will only present the best 2 or 3 candidates, not volumes based on a CV word search.
We will work closely with you to ensure we meet your total requirements as closely as possible
Our searches are based on a solid understanding of the technical requirements, the background of the candidate and their personal characteristics, the outcomes to be delivered, the drivers and culture of the organisation and the culture of the organisation.
Additionally we manage advertising campaigns, both via the Internet, and when required, we also manage national newspaper campaigns. However we do often find for specialist positions that these busy people do not read advertisements but do respond to a friendly approach from us.
For more information download our company profile.
Your part in the process
The first step in the process is to obtain a detailed brief from you, our client. We need to understand your requirements in full before we meet with potential candidates.
We need specifics such as:
- Technical skills required
- Ideal background, both in terms of work experience and qualifications
- The drivers for the organisation and how the person in this role will contribute to them
- The culture of the organisation
- Personal characteristics required for a person at this level
- Outcomes to be delivered
Once we have these factors, we then identify a list of key points that we will focus on in order to identify candidates. We also write a selection of competency based questions to probe into the candidate's experience in a structured manner. This means that all candidates are interviewed to the same set of criteria and can be compared against each other. Later, after interviews, we review each person's skills so we can compare areas of fit and shortfall.
Identifying Candidates
After we obtain a full brief from you, we then commence locating potential candidates through a number of methods.
Our market niche is identifying high quality candidates who are a close fit with the client brief. We use a number of search methodologies as listed below.
Search Methodologies:
- We have an extensive 'skill-set' database that we search in the first instance.
- We have wide-ranging personal networks that we tap into in order to locate candidates for a number of roles. This network is always expanding as we have built up significant goodwill in the market place over the years we have been in business. From this we obtain the names and contact details of suitable candidates, who have already been partially qualified by their peers who back their suitability.
- Additionally we have overseas contacts (Other recruitment companies, Immigration Consultants, etc) that we tap into for those positions where skills are in short supply in the local market. We have assisted both clients and candidates through telephone interviews as well as video conferencing. We have also facilitated meetings overseas when a client has been travelling in the area.
- Via some other local organisations, UK Jobs and Positively Wellington, we also tap into the market of new immigrants and Kiwis planning to return home from overseas - consequently we have access to a pool of people not yet formally on the market.
Managing Candidates
When required, SearchWorks will also interview internal candidates to exactly the same competency based questions as the external candidates. This places all candidates on a level playing field.
Written reports:
The competency based interview is designed to draw out the candidate's relevant experience. From this we develop a detailed report that provides you with examples of previous work that demonstrates the candidate's capabilities. These candidates will fit between 80% - 95% of the criteria required. The report will assist you to make your own conclusions about the suitability of short listed candidates, and whether or not you would like to interview them.
If a candidate does not meet the minimum criteria for short listing, then we do not waste your time by presenting them in such detail.
Managing the process
At SearchWorks we strive to create a partnering relationship with our candidates as well as our clients to ensure an open flow of information. We manage all steps of the recruitment process including:
- Managing advertising campaigns when required
- Locating candidates utilising search techniques to extend the range of well-qualified candidates
- Interviewing candidates to your criteria
- Providing full reports on the capabilities of the short-listed candidates. We can also send you a synopsis on each candidate who applied for the role, but was not short listed, so that you can ask for a full report if required
- Liaising with candidates for interviews
- Managing psychometric profiling if required
- Carrying out reference checks
- Managing the offer process and any negotiation required
- Contact unsuccessful candidates to give pleasant feedback in a constructive and positive manner.
Our Service Quality Commitment Model summarises our processes into a flow chart.
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