Applicant Recruitment Process

Applicants of our recruitment agency move through our recruitment process which consists of the following main steps:

  1. Initial Evaluation
  2. Completion of Formal Applicant Profile
  3. Interview and Detailed Assessment
  4. Skill and Aptitude Testing and Assessment
  5. Referencing
  6. Credit and/or Criminal Record Checks (if required)
  7. Client Interview (if required)
  8. Assignment Preparation: Code of Conduct, Timecard and Payroll Set-up

Each step in the recruitment agency process is carried out according to pre-defined procedures and a set of reference documents (templates). This ensures a consistency of assessment. There are some differences to this process depending on whether this is a permanent or temporary placement, but the overall process is similar.

Initial Evaluation

During the initial contact with an applicant a preliminary evaluation is conducted with that candidate. We use a set of criteria outlined in our “Applicant Initial Contact” sheet as a guide to assess the applicant’s suitability for placement.

Completion of Formal Applicant Profile

The formal application gives us valuable insight into the experience and interests of the applicant. It is also the point in the recruitment agency process at which we receive approval from the applicant to represent them and to contact references that they identify.

Interview and Assessment

A critical part of the recruitment agency process is the face-to-face interview performed by the recruiter. All candidates must be interviewed in person before proceeding beyond this step. The following items are determined and assessed in the interview process.

  • Employment Status
  • Reason for looking for work
  • Type of work being sought – as well as industry or specialty
  • Suitable geographic locations
  • Availability – schedule flexibility, possible start dates
  • Professionalism of presentation
  • Communication Skills – overall ability to communicate effectively
  • Work personality
  • Expected compensation – ideal, minimum
  • Career/job history –job progression
  • Review of education
  • Review of technical skills - level of expertise

Skill and Aptitude Testing / Assessment

All applicants must be tested before they are sent out on assignment. There are specific sets of tests that are to be taken depending on the position or types of positions that are being considered for the applicant.

We use a commercial on-line testing facility. We have also commissioned the professional development of French language assessment and scoring for use with our bilingual candidates.

Referencing

This is a significant and important part of the recruitment agency process in which we gain important knowledge regarding the applicant. The level of detail and time spent on referencing will be related to the level of the position that is being considered for the applicant. Before an applicant is sent on an assignment or placed in a permanent position, references are completed. A standard “Reference Check Form” is completed for each reference contacted.

Credit and/or Criminal Record Checking

Credit and Criminal Record checks are carried out as required by our clients.

Client Interview

Once we have determined that the candidate is a good fit for the position with our client, we schedule interviews through the client contact. This is not required by our clients for all temporary positions.

Timecard and Payroll Set-up

Before an applicant goes out on assignment (temporary employment) they are provided with information outlining the assignment details and the code of conduct expected of temporary employees. They are also instructed as to their options on receiving payment, the timing of when they will be paid and the correct method of completing their timecard.