Our Recruitment Process

Our process for your success, how it works

Elias Recruitment’s process is well-defined, tried, tested and efficient, it works! We utilise a successful seven-pronged methodology for sourcing candidates.

Give Us a Call
Email Us

Where to from here?

Elias Recruitment offers a range of services to help source your ideal candidate. If you have any vacancies or recruitment issues.

We are happy to discuss with you upcoming opportunities, succession planning or have a chat about 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 eg SEEK
  • Review database of 14,000 Elias Recruitment candidates, 6,000 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 eg. academics

    • 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
  • Referrence 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 clients and candidates have to say

    I have been really impressed with Jason in his capacity as Chief Organiser of NPA Australia over the last year or two, he is personable, energetic and passionate about what he does and the industry . He will be greatly missed when he steps down from the job BUT that gives him time to be an even better recruiter!
    Chris McGinty
    Chris McGinty
    I immediately contacted Jason again when I came into a position seeking staff in the legal publishing industry. Having worked with him in a similar capacity previously, I knew I can rely on him to get the result I need. I have worked with a number of other recruiters but with Jason, I always felt he genuinely cares for his client’s and candidate’s best interests. He has a down to earth and no nonsense approach who gets the right people at a minimum fuss. He is my recruitment solution.” Jae Redden, Chief Executive Officer at AMPCo – Australasian Medical Publishing Company
    Jae Redden, Chief Executive Officer, AMPCo - Australasian Medical Publishing Company
    Jae Redden, Chief Executive Officer, AMPCo - Australasian Medical Publishing Company
    Previous
    Next

    This website uses cookies to ensure you get the best experience on our website.

    I Accept