Our Recruitment Processes
ii Connection Processes
Step 1: Identifying Talent Needs and Job Requirements
Engage with hiring managers to understand the specific talent needs, job requirements, and organisational culture.
Define key competencies, skills, and qualifications necessary for the role.
Step 2: AI-driven Candidate Matching
Utilise AI-driven candidate matching tools integrated into the JeffreyAI ATS to automatically screen and match candidates based on job requirements.
Leverage machine learning algorithms to analyse candidate profiles, CVs, and past hiring patterns to identify the best-fit candidates.
Step 3: Sourcing Candidates
Harness LinkedIn licences to access a vast pool of professionals and specialised talent within the industry.
Utilise LinkedIn’s advanced search capabilities to source passive candidates and engage with them proactively.
Leverage other sourcing platforms such as job boards, professional networks, and industry-specific forums to expand the candidate pool.
Tap into the organisation’s own resource network and employee referrals for potential candidates.
Step 4: Candidate Outreach and Engagement
Use JeffreyAI to manage candidate relationships effectively and track interactions throughout the recruitment process.
Customise outreach messages based on candidate profiles and preferences to maximise response rates.
Engage candidates through personalised communication channels, including email, phone calls, and social media platforms.
Step 5: Screening and Vetting
Conduct initial screenings to assess candidates’ qualifications, experience, and cultural fit.
Utilise AI-powered assessments and pre-employment tests to evaluate technical skills and competencies.
Review candidate portfolios, projects, and work samples to gauge their expertise and suitability for the role.
Step 6: Interviewing and Assessment
Coordinate and schedule interviews with hiring managers and relevant stakeholders.
Provide interviewers with structured interview guides and evaluation criteria to ensure consistency and fairness.
Use video interviewing tools integrated with JeffreyAI ATS for remote or asynchronous interviews.
Leverage AI-driven sentiment analysis and behavioural insights to assess candidates’ soft skills and communication abilities.
Step 7: Reference Checking and Background Verification
Conduct thorough reference checks to validate candidates’ professional history, performance, and qualifications.
Use AI-powered background verification tools to streamline the process and ensure compliance with legal requirements.
Step 8: Offer Negotiation and Closing
Collaborate with hiring managers to develop competitive compensation packages and negotiate offers with selected candidates.
Provide guidance and support to candidates throughout the negotiation process, addressing any concerns or questions they may have.
Facilitate a smooth transition for candidates by coordinating the onboarding process and communicating key information about the role and organisation.
Step 9: Post-Placement Follow-up and Feedback
Maintain regular communication with placed candidates to ensure their successful integration into the organisation.
Gather feedback from hiring managers and candidates to evaluate the effectiveness of the recruitment process and identify areas for improvement.
Use JeffreyAI to update candidate profiles and track performance metrics for future reference.
Step 10: Continuous Optimisation and Learning
Analyse recruitment data and metrics to identify trends, patterns, and areas of optimisation.
Continuously refine recruitment strategies and processes based on insights and feedback from stakeholders.
Stay updated on emerging trends and technologies in recruitment, including AI-driven tools and platforms, to enhance efficiency and effectiveness.