Needs Analysis
We will carry out initial visits at our Client's premises to develop an understanding of your work environment, culture and location. We believe it is important to develop a rapport with our contacts within your organisation, in order to ensure the objectives of our Client are being met before adopting our recruitment procedures.

Before any decision regarding the appropriate method of candidate selection can be taken, a job description in line with the commercial needs of the organisation and a candidate specification in line with the requirements of the job description must be finalised. Our preference is to obtain these specifications through detailed face-to-face meetings with the appropriate Human Resource or Line manager. This process enables us to advise on the salary and benefits package that will be required to attract suitably qualified and experienced candidates and is influential in determining what selection methodology is most appropriate in the circumstances.

Sourcing Candidates
To ensure we have a constant supply of contract staff that possess the different skills and/or professional competencies required by our Client, we follow the traditional methods of placing jobs in local and city newspapers and on Internet job sites.

As candidate care is an essential part of our business we not only need to source and identify appropriate candidates with the relevant skills, we also need to respond to every individual in an appropriate manner. We have a genuine commitment to respond to all applicants within 24 hours to inform them of the progress of their application. This is done by email, telephone or mail.

Behavioural Based Telephone Interview / Screening
A brief telephone behavioural interview is conducted on application and is the initial assessment of a candidate's ability to communicate effectively over the telephone. This interview/screening is the first stage in determining career objectives and candidate preferences. The use of both verbal and written behavioural questions and competency based interviewing techniques validate essential skills, such as:

• Independence
• Initiative
• Team work
• Responsibility for own performance
• Detail orientation
• Information management
• Motivation to undertake repetitive tasks
• Customer service levels

All candidates applying for work are screened utilising a matrix structure that incorporates all of the essential criteria of the job and person specification.

Working with our Client, our intention is to define the essential minimum criteria for each entry level within the Group, to ensure a consistent calibre of candidate is presented for interview.

In-depth Interview
Our consultants are trained and skilled in the art of Behavioural and Situational interviewing.

During the interview process, consultants verify information by probing into previous work experience and the extent to which each duty was carried out. We seek to obtain further relevant information about experiences and skills that will allow us to place the person in the most appropriate working environment.

The interview process also provides us with an opportunity to verify any work restrictions, view and copy visas, and seek referees with whom to undertake reference checks in line with the position they have applied for.

Identification is checked, as well as citizenship certificates, working visas, etc.

Tests / Skills Assessment
When testing candidates we will establish a minimum standard that must be achieved by the candidate for them to be considered for placement with our Client. This minimum standard is decided and agreed upon directly with yourselves.

We utilise a variety of tests including:

• Numeracy
• Literacy
• Problem Solving
• Mechanical Reasoning
• Computer Skills utilizing Qwiz testing

Applicants are given the appropriate skills assessment tests to verify both the information they have given through the interview process and also to assess their suitability for the position they are applying for.

Psychometric Testing
If requested by our Client, we will arrange for selected candidates to be given a psychometric test utilising our Client's chosen provider. Should such a service be provided by Extrastaff, the cost of such an exercise will be established at the commencement of the assignment and be included as part of the final fee.

Health & Fitness
During the interview we evaluate the candidates health and fitness capabilities. We question previous and current injuries or health related issues that may affect their performance in the position applied for. A form is completed with this information, and the applicant signs the form for proof of accuracy.

Reference Checks
Often perceived as the perfunctory element of the recruitment process, we believe comprehensive reference checking is the only method of guaranteeing candidates possess the skills they have displayed or claim at interview and during assessment.
We strive to obtain a minimum of two reference checks (where possible) before putting any candidate forward to you. Our reference checks cover the previous five years work experience or three immediate past employers (whichever is greater). All prospective employees are verbally reference checked with past employers where we seek to verify information gathered during the interview process. In all cases we endeavour to speak to the person who had direct responsibility for supervising the candidate.

All reference checks are carried out in line with the Privacy Act, ensuring consent from the referee to pass on information to any future employers, or alternatively for approval for our client to make their own enquiries.

Advice/negotiation of employment contracts and packages
The consultants of Extrastaff have extensive experience in advising and negotiating on contracts of employment and salary packages. As part of our comprehensive interview process, we establish the exact nature of each candidate's current salary package and notice period. At this preliminary stage we also determine the extent of the candidates own salary expectations and will advise our Client accordingly. We will work with you as an organisation to ensure you are abreast of current salary rates and we will ensure we are fully abreast of the current salary package structures within the Client.

At the time of offer to a candidate, Extrastaff Consultants will be available as intermediaries to assist with negotiations and will have as much involvement in the process as is deemed appropriate in the circumstances.

Given the range of experience of all of our consultants, we are readily able to assist in all aspects of contract and salary package negotiation.

Presentation of Candidates
On each assignment undertaken by Extrastaff, our intention is to provide a short list of no more than 3 to 4 candidates, who closely match the criteria of the position. During the course of short listing, we would also propose discussing those candidates who, in our opinion failed to match the criteria set.

All candidates presented for interview for permanent assignments will have an accompanying Executive Summary, outlining their core skills, personal characteristics, achievements and how these match the our Client's competencies, as well as at least one reference check. The content and extent of this summary will vary in accordance to the nature of the assignment.

Candidate Notification
All candidates will be sent written notification of the outcome of their application and will be fully informed throughout the recruitment process. If we have interviewed a candidate we will call them personally regarding the outcome.

Medicals
We are also able to organise pre employment medicals on behalf of our Client and would do so as required by our Client. Medical provider costs would be directed to our Client.

Extrastaff Induction
All Temporary/Contract staff applicants are given an induction that covers payroll procedures and health and safety issues in detail. The casual is given an induction booklet to take away with them for future reference.

Confidentiality
As a condition of employment, all temporary staff are asked to sign an Extrastaff Confidentiality Agreement.

Our Database of Suitable Candidates
In addition to our ISYS Databases, Extrastaff utilises a customised recruitment tool which is a Windows based application utilising a Pervasive/SQL database. It is an extremely effective search engine that enables consultants to rapidly search our database of available candidates, to source individuals for a particular assignment. Our stringent selection process ensures that only the very best candidates are included in our database. This process allows evaluation of the 'whole package' of an employee when accessing their file, in particular:

• Skill sets
• Experience
• Personality
• Attitude

Dispute Resolution and Escalation
Any disputes that arise will be handled promptly according to our dispute resolution procedure. At Induction, Temporary staff are given points of contact (including after hours numbers) within our Group for any queries / concerns that they may have. Part of our procedure ensures that the Directors of the company are always immediately notified of any disputes. We maintain regular contact with our temporary staff during assignments and believe that this minimises the likelihood of disputes arising and/or escalating.