Acorn uses a flexible recruitment methodology, designed in co-operation with our clients and partners. We use a variety of channels including our global database, a range of new and conventional media, partnerships and referrals and apply a range of search techniques to promote candidate interest in each role; this ensures a sustainable pool of applicants to meet business demands.
We ensure that we represent your company in a professional manner detailing exactly the roles on offer, what is expected from the applicant, the full package details and where and when they will be working. We give a realistic and balanced view of the opportunity, which ensures that we maintain a high success rate and are able to manage individual expectations more effectively.
Acorn's skilled consultants undertake comprehensive interviews and assessments of each individual. By using open-questioning techniques, and asking evidence-based competency and biographical questions, the consultants build an accurate picture of each candidate’s career history, skills, training and achievements. We ascertain suitability to the job role, and, where applicable, will utilise psychometric profiling to assess the candidate in terms of character and personality.
Whilst Acorn has a standardised interview process, we are able to incorporate skills and ability testing aligned with each client’s own in-house HR processes.
Selection criteria >
Our Global Recruitment Team applies a number of selection criteria to the recruitment process:
- Stage 1
The start of the process begins with reviewing CV applications to ensure that the candidate possesses the right levels of qualification and experience. This is carried out by experienced recruitment professionals and overseen by a dedicated Team Manager.
- Stage 2
The second stage includes an initial telephone interview / pre-screen, to ascertain suitability and desire to migrate overseas, at the same time identifying any potential issues with respect to health or character that may affect the visa process. At this point selected candidates are invited to a seminar, which includes a face-to-face formal interview.
- Stage 3
During the third stage a formal interview takes place, which incorporates a competency-based interview where searching questions are asked around the jobseeker’s experience, and they are asked to provide real-life working examples to answer the questions. Candidates will undertake technical tests as determined by the employer.
It is also at this stage where each candidate completes a drugs and alcohol test, and consent is sought to carry out a criminal CRB / PNC check.
Finally we seek two work references on each individual before making final selection and recommendations to our client.
Acorn manages the appointment process, from making verbal offers to the candidates, through to dealing with pay negotiations, counter offers and resignations.
Our rigorous upfront processes ensure candidate expectations are managed from the outset, reducing the negative effect of counter offers from competitors, and job offers being rejected; resulting in a high success ratio of offers to acceptance.
We undertake all reference activity for the candidates supplied – and we obtain a minimum of two employers’ references; both in written form and verbally, to verify their position and nature of their relationship to the candidate. This ensures the legitimacy and relevance of each reference provided.
Download the Recruitment Process flowchart
Once you have read through the above topics and wish to discuss your requirements in detail, contact us here >