2. Short List Production
Thorough criteria-based screening of the long list will produce a shortlist of well matched candidates who are available, affordable and interested in your opportunity.
3. CV Submission
CV’s and salary information on our top Applicants for each position are emailed to the agreed Client contact. All applicant CV's are reviewed by one of our Consultants. All CV's introduced will include an overview page written in a standard Aurum format (following the Aurum Interview). This ensures relevant and necessary information, such as target/achievement details, specific account successes, awards, domain experience and reasons for leaving, is included to assist with your decision making process.
This email will be followed up by a phone call, typically within 24 hours, to answer any questions and agree which Applicants are to be interviewed.
4. The Interview Process
Aurum will provide Applicant availability upon request and confirm interviews both verbally and in writing to both you and the Applicant.
Aurum will provide detailed feedback to both you and the Applicant and arrange any subsequent meetings until the process is complete.
Throughout the interview process your Aurum International Consultant will add additional value by monitoring Applicant enthusiasm for your role and organisation. Changing roles is always an emotional journey for an Applicant and your Consultant will address the concerns, misconceptions and questions that inevitably arise during the process.
5. The Offer
Our aim is to ensure an Applicant accepts your offer and goes on to be a valuable member of your team.
When an Applicant is selected for offer, your Aurum International Consultant will be able to provide details of the Applicant’s expectations and how any difference between the terms offered by you and the terms requested by them can be overcome.
Aurum will maintain regular contact with the Applicant once an offer is accepted until they successfully start work with your organisation. This enables us to monitor any counter offers and changes in circumstance.
Your part in the process
1. Needs Analysis & Preparation
2. The Interview Process
3. Competitive Offer
1. Needs Analysis & Preparation
Before entering into any recruitment campaign, preparation is vital. To ensure your process is accurately targeted and ultimately successful, consideration should be given to the following documents:
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Job Description: A job description describes the objective of the role, the duties and responsibilities and how it fits in with the rest of your organisation. This document should include: Location, Remuneration, Reporting Structure and Career Development.
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Personal Specification: A personal specification should contain both the essential and desired attributes required to carry out the role. This should cover: skills required, attainments, general intelligence, experience and any special aptitudes. With this information our Consultants can ensure only the right Applicants will be put forward to you.
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Package Details: This should include: information on base salary, commission, bonuses, car allowance, profit related pay, incentive bonuses, any guaranteed payments. You should also provide details of company benefits such as holiday entitlement, insurances offered, pension, and any allowances.
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Reasons for joining: Create a sales document detailing reasons why suitably skilled Applicants should be interested in your organisation and more specifically, the role you are recruiting for. For further information on the type of information required please refer to the section on
"Attracting the Best Candidates"
Avoid requesting inappropriate or unnecessary attributes, skills or experience. These may reduce the likelihood of a successful hire and could contravene required legal and ethical hiring practice.
Thorough needs analysis and preparation should make non-biased, criteria based screening relatively straight forward. Remember that Aurum International will have interviewed all applicants introduced and can provide additional insight on applicants to ensure the best possible selections are made.
The quality of information you provide will directly affect Aurum International’s ability to deliver a timely and successful result. If you require assistance in the content or preparation of any of the above documents speak with your Consultant or email us.
2. The Interview Process
Having provided us with all the necessary tools to attract well qualified and highly motivated applicants on your behalf, it is important to make time for the interview process. There are 3 main reasons why this is important:
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Momentum: Try to maintain momentum by booking follow up visits within reasonable timeframes.
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Interview Dates: When inviting people in for interview, try to offer them a range of dates as opposed to just one or two. They may be busy with prior arrangements, or dealing with quarter end, as opposed to not being interested in your opportunity.
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Feedback: Whether you want to progress with an Applicant or not, providing prompt feedback is very important for a number of reasons:
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Cut out the competition: If you are keen on a particular Applicant, it is reasonable to assume that other companies may also be interested in them. If you wish to progress the Applicant, provide follow-up interview dates quickly and ensure the gap between meetings is restricted to a minimum. By doing this you minimise the amount of time the applicant will devote to other opportunities.
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Your company’s image: It is well known that bad news travels faster then good news. Thus, whether you hire an Applicant, or not, it is important that their interaction with you is both positive and enhances your brand values. Avoid allowing Applicants to come away with negative feelings towards your company as this could damage your brand. Remember that the Applicant’s time commitment to your interview process goes well beyond the interview itself and includes preparation and travel time. As a matter of courtesy to them, it is important that feedback is both prompt and detailed.
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Help them help themselves: While you may not want to hire every Applicant you interview, your feedback is essential in helping these people understand how they came across in the interview and what they might need to do to improve in future.
3. Competitive Offer
When a decision point is reached and an Applicant is selected for offer, you want to avoid losing the Applicant to a counter offer from their current employer or competing Organisation. There are a number of things you need to do to minimise this risk:
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No surprises: Is the offer going to meet the Applicant’s expectations? Will they know what the offer is going to be before they receive it? By providing salary information at the beginning of the process the Applicant will have had their expectations set. It is therefore vitally important that their expectations are set accurately from the outset, as the whole interview process can collapse if your offer is less than they are expecting. It is always a good idea to talk through the offer with the Applicant before you send it to them, so they know what to expect. It is recommended that you speak to your Aurum Consultant before contacting the Applicant as an inappropriate offer may be rejected and damage the Applicant's enthusiasm for your opportunity. In such circumstances Aurum International is able to act as an intermediary, gauging an Applicant’s likely reaction to an offer.
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Negotiation and the need for change: Applicant’s like to negotiate offers. They are sales people after all! If changes do need to be made to the original offer, it is important that decisions are taken swiftly. It shows the Applicant that you can make things happen when you need to. It demonstrates a dynamic “can do” attitude.
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No delays: Try completing the offer process quickly, you reduce the risk of the Applicant accepting a competing offer and promote you and your company as a dynamic and enthusiastic employer.
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It reduces the risk of an Applicant accepting another offer. The more time it takes you to make an offer to an Applicant the more chance there is that someone else will do it first. Good Applicants are always in demand so there’s every chance that if you want to make an Applicant an offer, someone else will want to as well.
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It’s about being wanted. Issuing an offer can often be a long and drawn out process with multiple signatures required from people who are not necessarily all based in the same country let alone the same office. If your process is a lengthy one it is important to maker sure the Applicant knows this and is not unduly alarmed when the offer is not immediately forthcoming. By not keeping them informed the Applicant may begin to think your organisation is inefficient. Alternatively, they may think you are having doubts or are considering other Applicants at this late stage. Either way, if you keep them in the dark you run the risk of losing the applicant.
