Our recruitment processes allow us to source the right candidates for any business. It ensures that you are compliant with all the latest legislation and that the candidate has all the necessary skills in order for your business to benefit straight away – guaranteed.
Our selection process is outlined below:
Candidates are sourced from our comprehensive advertising. We have invested in social media and television advertising and various on-line job boards. We also run broad advertising campaigns across media outlets such as Notts TV to attract the best possible candidates.
After an initial two stage screening process of CV-sifting and telephone interview, candidates who meet our exact requirements are invited to attend an interview at our premises.
Those attending are monitored from the moment they arrive based on time of arrival, organisational skills and attitude towards the given tasks. Known to us as Door Stepping, this is a key stage in any recruitment decisions we make as first impressions count.
Our candidates complete our application form at the time of interview. Once reviewed, this information is used during the interview process as an initial tool to establish a number of different factors to determine suitability of the candidate to the role advertised.
All of our candidates are asked to produce proof of eligibility to work in the UK in accordance with current legislation.
A copy of all the provided supporting documentation is then recorded as a true copy and maintained by us on the candidate’s file to ensure all due diligence and legal requirements have been completed for any prospective employee.
Our candidates are interviewed face to face by our experienced consultants. In addition, we conduct further reviews and in-depth checking of the completed application forms.
It also includes an examination of their work history, covering any gaps in employment and an assessment of their availability for work. This provides us an assurance of the candidate’s motivation and commitment to their placement. We pay particular attention to the reasons for leaving previous jobs and the individual’s expectations of both the position offered, and their mid to long-term career aspirations.
All candidates are referenced prior to commencing a temporary assignment with On-call and a minimum of two years’ referencing is required ahead of any assignment. We record referee contact details and all start and finish dates of previous employment whilst validating reasons for leaving.
We test for various skill sets and implement the following – which can include, but are not exhaustive to:
Numeracy & literacy
Health and safety awareness
Office support-skills test
Performance KPI explanations
Workwear is issued where required.