Recruitment for candidates like you

The right organisation is fortunate to have you. Our job is to find it.

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A NAGGING ISSUE

Current employment situation.

In February 2022:
Unemployment rate fell to
0%
(lowest since 1978)
Sources: Australia's Labour Market Portal
 
0%
leave their jobs in < 1 year
 
0%
leave their jobs in 1-4 years
Sources: Australia's Bureau of Statistics
In surveys performed by SEEK and INDEED, reasons for leaving a job include:
  • Mediocre management (the #1 reason)
  • Wanting a higher salary
  • Feeling undervalued
  • Having values that don't align with the company's mission
  • Having a personality that doesn't align with company culture
It is an employee's job market. People don't leave jobs, they leave managers or teams because of poor relationships or unaligned values.
Wouldn't you like to find a job that satisfies you and has a better chance of you succeeding?
TRADITIONAL APPROACH

Recruitment 1.0

The current approach to recruitment has essentially remained the same for more than 50 years. What’s wrong with the traditional approach?
Roles are often defined by technical skills. The important soft skills are not considered. This is why a company ends up hiring a technically competent person with the wrong behavioural traits. Work relationships are strained and they leave the job in 1-2 years.

Inadequate resource planning

Roles are often defined by technical skills. The important soft skills are not considered. This is why a company ends up hiring a technically competent person with the wrong behavioural traits. Work relationships are strained and they leave the job in 1-2 years.
In a survey of small businesses, 32% of employers admitted to hiring a nice person and 28% focused on skills and not attitude. Very few companies have objective measures on the candidate’s suitability. Perhaps that is why candidates do not get feedback after the interview.

A subjective hiring process

In a survey of small businesses, 32% of employers admitted to hiring a nice person and 28% focused on skills and not attitude. Very few companies have objective measures on the candidate’s suitability. Perhaps that is why candidates do not get feedback after the interview.
Recruitment agencies are paid when their candidates are hired. Not all, but too often we find candidates treated like commodities - you are called upon when the agency has an opportunity and you fit the requirements but your calls are not returned if you are not shortlisted.

A commoditised process

Recruitment agencies are paid when their candidates are hired. Not all, but too often we find candidates treated like commodities - you are called upon when the agency has an opportunity and you fit the requirements but your calls are not returned if you are not shortlisted.
OUR APPROACH

Recruitment 2.0

Our approach to recruitment puts candidates first, regardless of whether you’re highly experienced or looking for your very first position. We are interested in you, the person.
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Getting to know the real you

We listen, we advise, and we work harder than anyone to understand and discover the real you - your strengths, your areas for growth and your aspirations.
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Psychometric tests

People are complex. That is why our candidates undergo a behavioural and emotional intelligence assessment as part of the shortlisting process. You know your hard skills. We want to make sure you and the organisation recognises your soft skills.
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Giving feedback to you

Our assurance to you is that you will receive feedback on your assessments and we will return your emails and phone calls. If you were shortlisted but did not get the job, we will advise how you can further improve.
WE PROVIDE MORE

Looking for a Career Coach?

One key characteristic of a growth mindset is the insatiable desire to learn. Every failure is an opportunity to grow and avoid future failures. Hence, every challenge is a hill worth climbing because the view from up there is worth it.
Apart from job placements, we also provide coaching to business leaders. Leaders understand the importance of having a growth mindset. As with excelling in sports, you need coaching to push you to greater heights, to help you see from a different perspective and act upon it.
Every person is unique and possesses strengths and limitations (and there is no shame in it). But how you face your limitations is what differentiates you from others.
Awareness is the first step into growth and change. We use proven psychology-based coaching models (e.g. positive psychology, solution-focused and cognitive behaviour) to bring the best out of every individual. Successful professionals are not accidental, they are intentionally nurtured.

3 Simple Steps to Start.

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Step 1. Book a call

Let's talk about you, the role you want and the job requirements. We will help you identify your behaviour profile and the skills needed for the role.
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Step 2. Source & Interview

Using behaviour and emotional intelligence psychometrics, we will gain insights into the right role and the organisation for you.
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Step 3. Onboard & Coach

Good can be accidental but greatness is coached. Our onboarding and coaching experience set us apart from other recruiters.
Candidates are people.
Companies are people, coming together

We humanise recruitment.

Book a call now