We have summarised below a typical recruitment process so you can get a feel what we do and what to expect from an Employers point of view!
Having the latest in knowledge and know how about Te Whatu Ora, its work programmes, its cultural and skills requirements is fundamental to ensure we get each placement right!
Spending time upfront to really understand Te Whatu Ora’s needs and requirements means we get it right for the long term. We will build relevant selection criteria for each assignment based on the requirements of the job brief.
This will include skills and experience, must haves/nice to haves, team/cultural fit requirements, availability, remuneration / rate considerations, location considerations and any other key elements to Te Whatu Ora’s requirements. We’ll provide advice and market insights such as potential sources of candidates with the appropriate skills, recommended recruitment strategy and approach, salary and rate range for the experience, skills and level of candidate sought. We can also agree to specific assessment criteria and testing requirements.
We will use a combination of sourcing strategies and tools depending on the candidate skillset and competencies sought. Our teams know their respective markets intimately and we will execute an appropriate strategy to identify the best candidates that meet your requirements. Our talent pools are market relevant (spanning 100+ IT & Corporate job types) and includes Candidate Availability data forward mapped 12 months+, segmented by metrics such as job type, permanent, contract, location etc. This allows us to contact candidates within minutes of a vacancy.
We have an in-house Marketing Team to help with designing and executing strategies to attract candidates and support our consultants through design and production of media, and to best access and promote new sourcing channels to find the best candidates for our client needs. Our Marketing Team build personalised landing pages, develop LinkedIn Marketing and Job Ad campaigns, Instagram and Facebook social media campaigns – locally and internationally targeted – and extensive Google AdWords based marketing. We provide the services of our marketing team free of charge.
We telephone screen and/or MS Teams all potential candidates in the first instance. This initial screen provides us with the opportunity to describe the role, promote Te Whatu Ora as an employer of choice and to gather key information from candidates as to their experience, competencies, rate and remuneration expectations, availability and to confirm legal work status.
Detailed interviews for every candidate are then undertaken. All candidates are required to complete our mandatory Candidate Consent & Declaration Form in our detailed assessment phase, recording personal and professional information such as Legal Right to Work, Medical Conditions that may affect their ability to work, Criminal Convictions or charges pending and consent to conduct background, credit and reference checks. Having context through our market tenure and market knowledge enables us to evaluate skills and competencies of candidates at interview stage. We will verify candidates’ responses and confirm their version of events/competencies through behavioural event and competency based questioning comprising direct questions, probing past history and examples / samples. We conduct interviews for every candidate.
We will provide you with a candidate’s original CV and our Consultant Summary on the suitability of a candidate. We will arrange interviews on your behalf and prepare the candidate to ensure time is best used.
Reference, Pre-Employment & Due Diligence Checks
Extensive pre-employment and due diligence checks are undertaken. Our dedicated Support team follow a process to guarantee essential checks are made. For all candidates we conduct:
We can also complete the following:
Our background check processes are documented, are repeatable, and we can vet over 200 candidates per week.
Once a candidate accepts an offer, we stay connected during their notice period; we know how it feels to be doing a handover and completing onboarding requirements for a new role. The week before start date, we touch base with both client and candidate to make sure everything is on track for their first day.
Our approach to Candidate Care is about providing the best possible experience with our brand, and Te Whatu Ora’s. Each placement includes a regular client and candidate feedback loop and care process where we record each interaction in our CRM including providing hiring managers with feedback.
We are here to build long-term repeat relationships with our candidates. We make the time to get to know our candidates in an authentic way, whether we place them or not, so that when you are recruiting, there is already a foundation of trust and understanding between us to build from. Our ethos toward candidate care is ‘treat others how you like to be treated yourself’. There is every chance we will bump into candidates and clients in a supermarket or a cafe, so we value being able to look them in the eye, say hello and know we have treated them with respect and delivered on what we told them we would do.
Compliance and Risk Management has been in-built to all internal and external recruitment processes and back-end support processes across Find Recruitment. We have won numerous industry awards for our excellence in quality and service delivery.
We have scope to scale and service small to complex and large/national clients and their requirements - we have robust, repeatable, and secure compliance and risk processes and systems in place and the people, capacity and redundancy of systems built into each business area, for example: We can conservatively take on 400 roles with the consultants and support staff we employ. Our background check processes are documented, are repeatable, and can vet over 200 candidates per week.
Our Chief Compliance Officer heads our Compliance team and conducts weekly audits on our group wide recruitment activity.
We have implemented rigorous compliance and risk processes to ensure recruitment consulting activity cannot take place until all the necessary compliance procedures have been fulfilled by our employees. For example, each candidate must complete our Consent & Disclosure Form that discloses any prior employment issues, medical conditions affecting employment, support required, any existing or pending criminal convictions, legal work status and other key aspects including a right to further background checks. This ensures we (and our clients) are fully informed on each candidate. Unless we have obtained this completed Consent form, a candidate CV will not be presented to a client.
All our employees undergo annual training in compliance and risk procedures. Every employee must pass cyber security training and awareness throughout the year.
Our IT systems and applications are protected by 2 Factor Authentication and are compliant with all data privacy laws.
We have long term partnerships with our service providers being legal, IT, banking and accounting. We also have not had any issues with funding or cashflow since our inception and we pay our bills on time.
Our Business Continuity Plan (BCP) was created in 2010 and last updated in early 2023. Our service delivery, operations and supply chain have been pressure tested by real life events and we can confirm we are resilient in times of crisis. Our BCP covers all aspects of our operation and has been activated no less than 5x times in 10 years being the 2013 Wellington Earthquakes, the 2016 Kaikoura earthquakes, various times throughout COVID lockdowns and with the Auckland Floods. Our entire operation is digitised with best-in-class cloud software selected for each functional area. We have access to client and candidate data 24/7, so we can work remote should there be the requirement or if we are ever forced to work remote.
We have never been removed from a Preferred Recruitment panel in 16 years and have had no material issues regarding compliance or risk related issues.
