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Elias Recruitment
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Our Talent Pool

Our Recruitment Process

Experienced Team with Clear Processes

Award winning recruitment requires caring and consultative relationships and data-driven platforms and tools that leverage the best of AI. It also requires clear processes.  At Elias, we follow a seven step process to help our clients secure the best talent for their high performance teams. 

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Where to from here?

Elias Recruitment offers a range of services to help source your ideal candidate.  In addition to recruitment, you may like help or advice on the best way to build a new legal team from scratch, succession planning, salary guidance or even just general insights into the current state of the legal and general recruitment market.

Planning

  • Understand the position requirements, cultural fit and specific needs
  • Develop candidate attraction strategy
  • Define the value proposition for potential candidates

    • Sourcing

  • Draft and posts ads on multiple job boards e.g. SEEK
  • Review database of 27,000 Elias Recruitment candidates, 30,000 first degree LinkedIn connections and 5,000 Australian Legal Community members (available only to Elias Recruitment)
  • Social Sourcing - LinkedIn, Twitter, Facebook
  • Contact network for word of mouth referrals
  • Research and headhunting (executive search only)

    • Screening

  • Qualify and assess applications
  • Interview appropriate candidates
  • Review background material e.g. academic transcript

    • Shortlisting

  • Analyse applications to determine "best fit"
  • Draft candidate summaries and Curricula Vitae
  • Present shortlist to client

    • Interviewing

  • Coordinate interviews
  • Coach interviewers and prep candidates on interview technique and structure
  • Prepare appropriate questions (if requested)
  • Attend interview (if requested)
  • Post-interview feedback

    • Closing

  • Liaise with client and preferred candidate
  • Reference checks
  • Assist negotiation of offer & acceptance
  • Counsel candidate on resignation and potential counter-offers
  • Update unsuccessful candidates

    • Onboarding

  • Keep in contact with candidate in lead up to start date
  • Stay in touch with client and candidate on starting and 30 and 90 days later to ensure smooth transition.
  • Define the value proposition for potential candidates

    • Recruitment Process Successfully Completed

    What our client have to say

    Elias Recruitment

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