Client Consultation

Start by having a detailed consultation with the client to understand their specific needs, including the job requirements, company culture, and any other relevant details.
Clearly define the scope of the job opening, including responsibilities, qualifications, and expectations.

Identify Market Gaps and Needs

Continuously monitor the job market and industry trends, identifying areas where there are skill gaps or spesialised training needs.
Collaborate with clients to determine if additional training is required to fulfil their specific staffing needs, such as providing spesialised Aged Care training.

Training Planning

If additional training is required, develop a tailored training plan that addresses the identified skill gaps and needs. Design and implement training programs, either in-house or through strategic partnerships, to ensure candidates are well-prepared for the roles.

Job Posting

Create an enticing job posting that accurately represents the client's requirements and company values. Use various platforms such as your agency's website, job boards, and social media to advertise the job opening.

Candidate Sourcing

Utilize a combination of methods, including database searches, online job portals, and networking, to source potential candidates.
Review resumes, conduct initial screenings, and shortlist candidates who meet the client's criteria.

Candidate Screening

Conduct in-depth interviews to assess candidates' skills, experience, and cultural fit. Check references and verify qualifications as needed.
Assess candidates for their enthusiasm and alignment with your agency's mission.

Client Presentation

Present a shortlist of qualified candidates to the client along with detailed profiles, including resumes, interview notes, and any assessment results. Provide recommendations and insights to help the client make informed decisions.

Client Interviews

Coordinate interviews between the client and selected candidates.
Provide support in scheduling, logistics, and interview preparation as needed.

Offer Negotiation

Facilitate communication between the client and the chosen candidate during the negotiation process.
Ensure that the compensation package and other terms are agreeable to both parties.

Training Implementation

If training is required, initiate the training programs for selected candidates, ensuring they acquire the necessary skills and knowledge

Reference and Background Checks

Conduct thorough background checks, including criminal history and reference checks, to verify the candidate's qualifications and suitability.

Offer Acceptance and Onboarding

Once the offer is accepted and training is completed, assist with the onboarding process, including paperwork and orientation.

Follow-up

Maintain regular communication with both the client and the placed candidate to ensure a smooth transition and to address any issues that may arise.

Post-placement Support

Continue to support the candidate and client post-placement to ensure a successful and lasting employment relationship.

Database Management

Keep a comprehensive and organised database of candidates for future opportunities.

This additional step ensures that your agency not only fills the immediate staffing needs but also contributes to addressing broader industry skill shortages by providing the necessary training and support. It aligns with your agency's mission of making a positive difference in the lives of candidates and clients while addressing market needs.