Our Recruitment Process - Elias Recruitment

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.

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 eg 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 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!

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