Candidate Centric Experience

Human focused not sales focused

We are a proud human-focused values led, not sales focused, recruitment agency with a philosophy of giving back to our community, including to under-represented groups and those who have been personally impacted. Our engagement ethos is through a “partnership approach to connecting excellence” and we are guided by our team-developed ‘why’ – which holds Culture, Community, Authenticity, Respect & Wellbeing as our core values. These values are incorporated into our entire candidate journey.

Representing Aotearoa

To provide the best possible, high touch, but in touch recruitment experience we can, we have implemented community and people-led initiatives to ensure we are attracting and engaging with a diverse and inclusive workforce across Aotearoa, both for ourselves and in turn for our clients such as Te Whatu Ora. We are committed to enhancing diversity goals by ourselves being representative through our 15 nationalities and cultures, diverse creeds and sexual orientations. We were first in industry to have taken the “Gender Pledge” and were amongst the first to take the “Pride Pledge” which has helped shape our organisation including adopting new business processes. For example, we have focused to eliminate gender bias in advertising and job descriptions resulting in 56% of all placements we make being female. We have also adopted an industry-leading process of sourcing extensive diversity, equity and inclusivity data allowing us to offer a comprehensive view of candidate demographics applying to roles.

Candidate Journey

We are actively involved before, during and post placement and support candidates at every stage of a recruitment process. We also know one size doesn’t fit all, and some candidates need more support than others (such as neurodiverse candidates, mothers returning to work after maternity leave, Māori and Pasifika peoples, youth and those with an impairment or disability) and we adjust our approach accordingly.

For example, through our partnership and education with Autism NZ, we adjust our style and processes to accommodate neurodiverse candidates and their needs throughout the recruitment process. Adjusting interview techniques, having a support person present in need, discussing needs upfront with a potential employer to ensure they can support them in a role they are performing – everything from equipment to seating arrangements away from bright and/or noisy areas such as a kitchen.

What Candidates can expect through a recruitment process with us:

• We seek to understand each candidate’s individual needs and situation;
• We are here to coach, to educate and support - we view ourselves as our candidate’s support crew and own personal career advisor;
• We are brave enough to advise candidates a job opportunity is not the right one for them if it doesn’t align to their needs and goals;
• We help with CV and interview preparation;
• We take time to understand our clients values, induction, assistance & wellness programmes, diversity & inclusion, benefits, development & opportunities. This helps us qualify and set the right expectation from the outset. Do these align to our candidates expectations?
• Whether we proactively approach a candidate for a Te Whatu Ora role, or they apply directly to us, all candidates receive confirmation of their interest - we thank them and communicate next steps to set clear expectations;
• Candidates will receive regular notification of progress either via phone call or electronically. Depending on the requirements of the role and timeframes involved this could be within hours or days of initial contact;
• Every candidate is provided role specific information, a briefing on the employer, team and hiring manager, job description, other role specific information and an outline of the recruitment process including timeline, interview process, any likely testing, background checking and due diligence processes to set an informed process expectation;
• All candidate interviews are completed by a Find Recruitment representative responsible for the role. Candidates are then supported through the recruitment process and through interviews, engaging before and after interviews to prepare and debrief and further consultation;
• Candidates are notified directly regarding outcomes – we manage all communication promptly and directly with candidates no matter the outcome. We do not leave candidates guessing. For those candidates who are successful, we work through references and background checking processes with them, offering reassurance that things are proceeding and being conducted in a timely manner;
• When a candidate does accept an offer with Te Whatu Ora, we stay connected during their notice period. The week before start date, we touch base with both hiring manager and candidate to make sure everything is on track for their first day;
• On Day 1, we will either deliver a cake to the candidate to share with their new team or if they are remote we will arrange a care hamper direct to their home;
• Once a candidate starts their new role, we keep in contact to make sure everything is going well. If there’s a squeaky wheel, we want to help fix it in a timely manner and help manage expectations. Some candidates don’t know how to approach their manager, so we are there to assist;
• The first 30, 60, 90-day check-ins are vital, this is when the onboarding and first impression of an organisation play a big part in retention. We are in regular contact with both the candidate and hiring manager during the first 30, 60 and 90 day period to ensure that a candidate is settling in to their new role and environment. We will facilitate exchange of communications and check-ins to ensure all parties are on the same page, with any issues or concerns being addressed in an appropriate way;
• Post 90 days, we will continue to keep in touch. If someone is outgrowing their role, or we suspect any concerns we will suggest they speak to their manager and if they do not feel they can, then we can assist in communications;
• For those who were unsuccessful, we’ll work through interview feedback and assess with if there are tweaks, we can help with in regards to their presentation or interview technique. Often, we’ll work with the candidate for other roles if we believe they’re a right fit or proactively approach other clients with their consent;
• For first-time contractors or those who need extra support we have a dedicated Contractor Management Office to help guide and ensure that their contract experience is seamless. We have regular check-ins to address concerns early. We tailor this to the contractor, some require more frequent check-in’s and some require less. We tailor provide coaching, advice and pastoral care tailored to their needs;
• From a wellbeing perspective – we monitor contractor hours worked, these alert us if our contractors are working too many hours or if trends are apparent;
• We have Emergency Management SMS alerts set up for contractors if we need to get communications out quick such as a natural disaster;
• We have Time-sheet follow ups as well as provide Buyer Created Tax Invoices to minimise administration. Contractors can join our discounted bulk Contractor Insurance Scheme for savings and ease;
• We want our contractors to have a sense of belonging being a part of the Find Contractor family – they are invited to networking events/presentations/seminars and contractor breakfasts;
• We acknowledge birthdays and contract extensions with coffee vouchers.

In conclusion, we spend quality time upfront to really get to know our candidates, so that we get things right for the long term, not just the short term. We take pride in building long-term repeat genuine relationships. We take the time to get to know our candidates in an authentic way, so that whenTe Whatu Ora is recruiting, we already have a foundation of trust and understanding ready to build on.

Our ethos toward candidate care is ‘treat others how you like to be treated yourself’. There is every chance we will bump into candidates in a supermarket or a cafe, so we value knowing we have treated them with respect and delivered on what we said we would do.

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