We work with you to accurately define the full requirements of the role by understanding the company and its expectations for the role at the outset. In addition to being briefed on the role, your company and your competitors, we collect the information required to identify appropriate candidates and assist you in the critical selection process. This includes: Position Description, including KPIs and authority; Remuneration and Rewards; Type of employment contract; Candidate sourcing strategy and budget; Timing requirements; and Confirming the company’s interview and assessment process.

We recommend the most effective strategy to find the Right Candidate, given your budget and timing requirements – advertised selection, database or targeted search.

We prepare a Prospectus – a Candidate Briefing Document, which is approved by the client. It contains: Company Information ( your history, organisation, products/services, plans for the future, industry overview and organisational context for the role); Position Description ( purpose of the position, outcomes expected from the appointee, key duties, performance criteria (KPI’s), interaction with other employees, authority levels) and Organisation Chart; Qualifications and Experience Required; and Remuneration and Benefits ( fixed and performance based remuneration, superannuation and other benefits).
We prepare this document and then send it to you for your comment and approval.
It is our experience that this document allows us to cover all of the significant areas during an interview but also provides a strong and positive impression of your company.
It helps put you in the driver’s seat in terms of making the selection decision.

Launch the agreed candidate sourcing strategy – prepare and publish advertising if chosen; identify search areas and prepare the search pitch if chosen.

We compare candidate applications with the Prospectus Document and make initial telephone contact with most suitable candidates. We then prepare a ‘interview shortlist’ which is discussed with you prior to commencing interviews – you know how many and what type of candidates we will be assessing.

The initial assessment is through behavioural interviewing, based on your requirements as documented in the Prospectus. In this step we focus on identifying candidates who match your requirements and are interested in your company.
We never simply send you a number of non qualified candidates for you to assess.
We use experienced, Registered Psychologists to conduct Psychometric testing, if required. We primarily use the Saville & Holdsworth (SHL) technology. Other psychometric testing can be considered.

We set up a Meeting with you to review our written report on and the resumes of 2 - 4 recommended and assessed candidates.
On some occasions, we discuss a small of number of candidates with you, and suggest that it is necessary to find a stronger candidate.

We will assist you with setting up initial candidate interviews, and provide feedback to candidates. This provides you with the advantage of keeping all candidates informed and interested until you decide who is the most appropriate.

Once you have settled on a preferred candidate, we conduct personal reference checks, by telephone with nominated and appropriate Referees. We ask questions which are tailored to confirm the candidate’s strengths and weaknesses, as identified by WMPD and you.
We conduct Reference Checking at this point, as it usually at the point where a verbal offer of employment may be made, but certainly we are able to insist on recent and relevant Referees because of the stage of the process.

We recommend that WMPD makes the initial employment offer, including remuneration. This allows WMPD to sound out the candidate and commence any negotiation. It leaves you free to come in at the last moment and seal the deal.
We have found this very effective with high calibre candidates. It is often the first step in building a lasting professional relationship.

We will contact both you and the appointee during the first three months and again between four and six months of service. This allows both parties to provide some feedback on progress and issues – both positive and negative that may emerge. Our clients have found this helpful, as new staff may be a little uncomfortable or work relationships are a little immature initially, to deal with potentially significant problems. This allows either side the opportunity to deal with issues before they become too large or are misinterpreted.