RECRUITMENT

CA Support follows the following process:

• personal meeting with client to discuss needs and specifications for the position
• creating job description, if necessary
• creating and publishing recruitment advertisements, if necessary
• conducting selection interviews with suitable candidates
• short-listing suitable candidates
• facilitate final interviews with candidates and employers
• reference checking
• psychometric testing
• negotiate agreement with successful candidate
• compiling letter of appointment
• regret letters to unsuccessful candidates

RESPONSE HANDLING

• creating and publishing recruitment advertisements
• short-listing of suitable candidates in response to advertisements

JOB DESCRIPTIONS

PSYCHOMETRIC TESTING

BEHAVIOUR ASSESSMENTS

Personal Profile Analyses (PPA)

• provide an accurate overview of a candidate’s work behavioural preferences.
• provides an insight into how people behave at work answering questions such as:
• what are their strengths and limitations?
• Are they self starters?
• How do they communicate?
• What motivates them?
• enables people to become more aware of their work style
• assist in recruitment & selection and performance appraisals
• provides the basis for all subsequent reporting in cooperation with employer, compiles a profile of
  the best suitable candidate.

Human Job Analysis (HJA)

• Gives an indication of the compatibility between the person and the job in order to,
  minimizes a possible mismatch between employee and job

Questionnaires

• There is a choice between an Management, Admin/Technical or Sales questionnaire – all aimed
  at improving the quality of your interview process.
• it provide the interviewer with useful hints and include specific questions for each behavioural factor.

How to Manage report

• This audit provides hints and tips for management on what form of supervision is most likely to be effective in terms of Motivation, Communication, Support, Delegation, Discipline and Development

Training Needs Analysis

• This audit can help identify ‘soft’ competency training needs specific to an individual.

Compatibility Audit

• The Compatibility Audit compares one person’s preferred behavioural style with that of another.

Executive Summary

• Provides bullet point information regarding ‘n persons basic characteristics. It also discusses responsibilities most likely to be suited to their behavioural style as well as ways on how to maximize their potential.

Audit Reports

• Strengths and limitations audit: lists the behavioural strengths an individual brings to an organization as well as highlighting their possible limitations
• Management Audit: identify a manager’s leadership style
• Team Audit: this report allows teams to benchmark what they require to optimize their performance.
• Sales Audit: Can help define a sales consultant’s technique
• Admin / Technical Audit: focuses on a person’s behavioural compatibility to jobs that are administrative or technical by nature
• Call Centre Audit: helps successfully identifying people suited to this unique culture

Career Guidelines

• This report in addition to listing a number of possible careers, also :
• provides a self-image of the person,
• highlights work strengths,
• discusses their self motivators and
• outlines what their likely job focus should be

Click here for the Recruitment Request Form