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- 1. RECRUITMENT PROCESS Sunergeo Solutions advocates precision employment that works for the employee and the employer to guarantee retention of all identified resources.
- 2. Step 1: CV Identification and Telephonic Screening The telephonic interview is utilised to identify the candidates fit for our clients vacancy and to discuss the applicants requirements for their next career move. Step 2: Targeted Selection Interview (Competency) Why a Competency Based Targeted Selection Interview? Competency-based (or behavioural) interviews are based on the premise that past behaviour is the best predictor of future behaviour. We seek to obtain information about candidates past behaviour in certain situations. Competency-based interviews are structured, with questions that relate directly to the essential criteria and competencies required for the post. Research into recruitment and selection methodology suggests that structured, competency based interviews can be one of the most reliable and accurate forms of assessment. A good interview should assess candidates against each essential criteria or competency- asking questions about: Past behaviours and performance Learning from past behaviours Future adaptability to new post Knowledge and understanding of issues in relation to the post CV Identification and Telephonic Verification Targeted Selection Interview Company Culture Fit Assessment Client Selection Interview Formal Offer Integrity Selection Process Additional Client Requirements Integrity Checks
- 3. What does the interview focus on? The interviews will focus on five key areas to become successful in their next career choice. Energy: Consistently maintaining a high activity or productivity level; sustaining long hours. Impact: Creating a good first impression, commanding attention and respect, showing an air of confidence. Innovation: Generating creative solutions to work situations; trying different and novel ways to deal with organizational problems and opportunities. Persuasiveness: Using appropriate interpersonal styles and communication methods to gain acceptance of an idea, plan, activity or product from prospects and clientele. Resilience: Handling disappointment or rejection while maintaining effectiveness. What to expect in the interview? Competency-based interview questions are slightly different to the style you may be used to. They will tend to focus on past situations and your behaviour in those situations. Questions are likely to start with: "Please give me an example of when. . ." or "Please describe an occasion" etc. Objective of Targeted Selection Interview To gain a first impression of our applicant and allow him/her to understand the clients vacancy requirements To introduce the Recruitment Process and the Career Opportunity Provide thorough client information to pre-empt questions Step 3: Company Culture Fit Assessment Shadowmatch Shadowmatch is a smart system, built to improve the lives of people as individuals, employees, employers and consultants. Research has shown that success is the match between the experience and abilities of an individual and the task or job at hand in a given context or environment. Objective of the Shadowmatch Assessment for our client 1. Make accurate placements 2. Reduce staff turnover 3. Reduce training time 4. Develop staff towards top performance 5. Empower managers 6. Create optimal teams 7. Scientific succession planning 8. Administrate employee development 9. Understand relationships 10. Understand poor performers Objective of the shadowmatch assessment for our candidates
- 4. 1. Get to know yourself 2. Be more successful 3. Improve your relationships 4. Identify your development areas The principal of Shadowmatch With regards to businesses, Shadowmatch enables them to precision recruit new employees and to develop new and current employees optimally for that specific environment. Shadowmatch creates a benchmark profile or shadow of the behavioral habits of the top performers doing the same job within a given environment. It then matches the habits of potential or current employees against this profile. Step 4: Integrity Checks Background Screening known also as Integrity Checks, Suitability Checks and Probity Checks is the process of looking up and authenticating various pieces of personal and confidential information on an individual or an organization. This information can then be used to verify whether the individual or organization is being truthful and transparent about their credentials, and becomes a pro-active step in reducing risk can be taken based on this information. Background screening checks and verifications are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are often used by employers as a means of ascertaining a job applicant's academic claims, character, and capabilities as per the job profile, and to identify potential hiring risks. Sunergeo Solutions offers a wide variety of background checks that can be conducted on individuals both in South Africa and internationally.
- 5. Verification of Matric (Grade 12) and tertiary qualification checks, criminal record checks, credit checks, previous employment history and reference checks, and identity checks are some of the most widely conducted background checks that are performed on individuals. Other checks that can be conducted are drivers license checks, vehicle accident history and ownership, psychometric testing and skill assessments, membership to organizations and associations, FAIS and sequestration. Sunergeo Solutions also offers several checks that can be conducted against suppliers/vendors. Sunergeo Solutions verifications are in line with legislation, requiring the signed consent of the individual prior to the checks being conducted Step 5: Client Selection Process When Sunergeo Solutions are satisfied that weve selected the only the best, most suitable candidates according to the job spec, we compile the CVs for the client and we will also provide two detailed reference to the client. After confirming interview times with the company and candidates, Sunergeo Solutions prepare the candidates for the interviews. Sunergeo Solutions would provide them with the following: Directions to the client venue and parking instructions What to expect from the interview Skills practice also available to the candidate Step 6: Additional Client Requirements After each interview, Sunergeo Solutions will follow-up with the candidate and client to determine how the interview went and whether both sides are interested to take the process further. Should the candidate and company fit, Sunergeo Solutions would direct both parties to the next phase, psychometric testing, medicals or the next applicable requirement in the clients recruitment process. Should the candidate/s not be suitable, we would re-qualify the job specification and start the process from the beginning and our candidate would also be re-qualified for other client vacancies. Step 6: Formal Offer Sunergeo Solutions will guide the candidates through the acceptance, signing of contract and resignation phases. We check for counter offer and fear of change throughout the recruitment process and will address it again at this phase.
- 6. Since Sunergeo Solutions is representing both the company and the candidate, we have a very good indication of what the candidate would accept and what the client would like to offer. We then act as mediator to ensure that both parties are happy with the offer and that wise choices have been made. Sunergeo Solutions have a 3 months guarantee period and in this period of time we have a stringent follow-up process where we will contact the candidates weve placed for three months after commencement date or longer to check that everything is in order. We follow the same follow-up procedure with regards to our clients. Should there be any problems we will encourage the candidate to take care of it by talking to management or any other necessary steps. If all else fails, we will contact management ourselves and try to resolve the problems. Sunergeo Solutions has a vested interest in both our clients and candidates personal experience with our company, we strive to be everything a traditional recruitment agency cannot be.