Process Flow Diagram

In addition to the detailed documentation that may already be available it is important for Bradman Recruitment Group (BRG) to meet with the line manager to discuss the role to gain a clear understanding of both the tangibles and intangibles. From this information a strategy is determined as to the best recruitment methodology - Advertised Selection, Search or Advertised Search.
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An assignment specification is containing the person and job specifications. This gives you a clear view of our understanding of the position and becomes the template that we recruit to.
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From the brief it becomes obvious what are the important behavioural characteristics that must be exhibited by the successful candidate. These characteristics are listed and recruited against.
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Also referred to as Behavioural Questions. The answers to these questions will indicate to us whether the candidate possesses the relevant behaviours that we are seeking.
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A mix of print and on-line advertising is a powerful combination. Display advertisements in the front of the publication attract those who are not necessarily seeking a position and the on-line advertising attracts the dedicated job seeker.
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Our consultants do not just rely on candidates sourced from the one activity. In addition to those attracted by advertising an intensive data base search is undertaken. We have over 140,000 resumes in our database and this increases daily. All of our consultants specialise plus many of them used to work in the area that they recruit in. They are very well networked and this is also an important source of candidates.
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Through our understanding of the position and the type of person required, our specialist Researchers determine where potential candidates are working. They then identify those executives and put them on a "long list" for discussion with our client.
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The "long list" is discussed and refined with you in detail. Approaches are made and meetings organised. At this stage our client's name is not mentioned.
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A combination of Behavioural, preferential, historical and hypothetical interviews are conducted for all applicants.
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Initial Reference Check...

The initial reference check is a double check that the positive thoughts we are having about a particular candidate are shared by at least one referee. Resumes and reports of the top candidates are presented at a face to face meeting with the client. The reports cover our assessment of the candidate, the reference check and other information that may not be contained in the resume.
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At client interviews a Bradman representative is available to sit on the panel if desired. After the interview, debriefs of both the candidates and the client are conducted with particular attention being paid to the commitment of the favoured candidates. If required, we can conduct in-depth, in-house, psychological profiling. Bradman Recruitment Group is an accredited testing centre.
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Our consultants start working on the negotiating and offer stage from the initial contact with the applicant. Given the candidate short market, employers are more prone to counter offers. So at offer stage our candidates are well equipped to cope with the pressures that can occur to our candidates.
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We stay in regular contact with both candidates and clients during the "settling in period". If there are any issues on either side then we can help smooth the transition from the induction stage to contributive employee.
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