In a global marketplace distinguished by
remarkable growth and consolidation, companies face a
host of new challenges in today's economy. Credence Consulting
helps clients successfully respond to changing opportunities
by providing professional services, wherever and whenever
they're needed.
Touchstone has tailored its services in Executive Search
Services to address the complex business challenges faced
by global clients. Through the firm's network, the best
people and technologies are combined to enhance services
with industry insights and best practices.
“The leaders of tomorrow are getting harder to find.
To find the leaders of tomorrow, you must have a reputable
search firm with a successful track record on your side”.
From the first call, you are guaranteed confidentiality,
professionalism and experience -- all designed to save
your valuable time and identify the best candidates.
The World Judges Your Company by the People you keep judge
us By the People We Bring to Your Company
The word "personnel" comes from the Greek word
meaning, "face." The face you show to the world
through your personnel can mean finishing first in the
race to succeed.
Quite simply, your personnel sets your business or organization
apart from its competitors.
This decision is often based on interactions with your
personnel. With the right people on the job, you'll rest
better at night knowing you can trust us with your important
hiring decisions.
Our recruiters evaluate experience and investigate past
performance to uncover intangibles about a candidate,
taking into consideration a person's temperament, their
work habits and how they work in unexpected or pressure
situations.
An overview of our permanent recruitment
process is:
1. Accept instructions from the client and assist in preparation
of the job specification (as necessary).
2. File search.
3. Prepare and place the advertisement (the cost of any
advertising is charged to the client at cost).
4. Accept, vet and collate response.
5. Register applicants and obtain a declaration with respect
to confidentiality, salary and any criminal convictions.
6. Skill test (where applicable).
7. Interview applicants in accordance with structured
style interview covering the following
points:
• Personal details, interests, extracurricular activities,
conflicts of interest.
• Previous work history.
• What they can offer an employer.
• What they are looking for in a job.
8. Shortlist the most suitable applicants.
9. Reference check applicants covering the following points:-
• Details of previous employment (for example position,
earnings, reason for leaving, duties and responsibilities).
• Learning curve.
• Work habits.
• Level of management and /or supervision required.
• Personal problems (whether they have any problems
that regularly interfere with their work.
The depth of this questioning
depends on legislation current at the time).
• Punctuality and attendance.
•
Time management.
• Interpersonal skills with
colleagues, suppliers and clients.
• Grooming
and presentation.
• Work limitations.
• Work strong points.
• Whether previous
employers would rehire.
10. Prepare ‘interview friendly' resumes and obtain
authority to submit from candidate in accordance with
privacy provisions.
11. Co-ordinate interviews between applicants and clients.
12. Conduct further testing (where applicable).
13. Debrief applicants following interviews and inform
clients of their comments.
14. Communicate offers of employment and thank unsuccessful
applicants on the client's behalf PERMANENT
EMPLOYEES
Candidates will be identified by us based on job description
agreed with you.
If you make an offer of employment to a candidate identified
by us and the offer is accepted, you must pay us a fee
which (unless otherwise agreed in writing) will be the
greater of:
8% of the commencin Our invoice remains payable whether
or not you choose to take a replacement employee under
this agreement.
|
