When our Account Management team receives an assignment from you, the first step in the process is to engage with you to thoroughly understand the brief. This involves listening carefully and asking the right questions – we’re recruitment professionals, so we know the questions to ask.
We seek to understand the background behind the roles, your business imperatives and the details of each position you need to fill.
In matching candidates to your roles, we use systematic methodologies supported by the latest recruitment technology. Regent’s entire recruitment process is accredited to the ISO 9001:2008 standard.
Screening & selection processes
All candidates who register with Regent are assessed against current or expected vacancies. If the assessment indicates a potential match, the candidate proceeds to interview. Our consultants are trained to conduct a thorough behavioural-style interview that ascertains the candidate’s preferred working environment and key motivators.
Candidates shortlisted by a Regent consultant can be confident the choice was made on the basis of both ability and cultural suitability for the role. No candidate is ever used to ‘pad out’ a short list.
Both clients and candidates are kept fully informed throughout the entire process. The highest priority is given to timely communications with all interested parties.
Skill assessments & testing
We offer a full range of assessment and testing:
- Online skills and psychometric testing and evaluation
- Work simulation such as telephony skills assessment
- Tailor made role plays and workshops
- Group-based Assessment Centres (often used for bulk recruitment)
- Role-play/simulations
Post-placement support
Post-placement support is vital in understanding how candidates are assimilating into the work place and quantifying their performance in the role. For permanent placements, Regent consultants will contact both the recruiting manager and the candidate at key dates to:
- Ensure your new employee has arrived for work
- Gain initial feedback on suitability and cultural fit
- Verify successful completion of probationary period
By maintaining regular contact with both the recruiting manager and candidate, Regent consultants ensure we are aware of any issues in the early stages of employment, and can assist in discussing and addressing any problems at the earliest opportunity. This post-placement support is an important aspect in increasing retention rates. We also use satisfaction surveys with both hiring manager and the placed candidate to obtain relevant, qualitative data on the recruitment process and suitability/fit of the candidates.
Our ongoing support for casual workers includes:
- Regular site visits and contact calls with candidate and client managers
- Reward and recognition program for casual workers to promote greater retention rates
- ‘Star of the Month’ award scheme to reward above-expectation performance
- Pro-active candidate management, dispute resolution, coaching and reviews