What makes recruitment services different to our industry?

...but, if we take today's economic climate into account and, very importantly, the heavy compliance requirements by government and client, value added services from your recruitment service provider are now critical. We are not only talking service, but, as an example, value added services on the commodity, i.e. the all important prospective future employee.

OK, let us get to the point. Clearly, presentation of the facts is very important, i.e. presenting suitable candidates in a compact and critically selected shortlist, but doing so differently, upfront and proactively - but this could be one way of giving more than asked for or preempting info if it were supplied with more information in the form of profiling and testing. There is a high proliferation of testing available but initially keeping it more simple and to the point is recommended. It also depends on the level of the candidate.

When it comes to management, or a more senior and responsible post, psychometric testing is still proving to be the way to go. And here too there are a no. of types, or in some cases, methodologies used. Most of us are au fait with Meyers Briggs - a universally accepted norm when defining psychological type. And following behind are other similar versions. There is also personal personality testing - highly regarded and well used in this case is the Thomas International PPA, which represents a breakthrough in the analysis of a person's ability to handle a job.

(At this juncture, it would be prudent to highlight that testing of these natures must always be used in conjunction with the entire interview/assessment process and, for want of an expression, not to take them as cast in stone or as stand alone tools).

Looking at using recruiters in the vital roles of support, testing here too can highlight and enhance candidates attributes and strong deliverables, as well avoid client concerns - all in all, saving the company time (and money), saving the candidate time too and speeding up the marriage between employer and employee more accurately. These are easily implemented through electronically driven programmes, e.g. PC software testing, Call Centre probing, to name a few from a huge selection of job categories.

At theWorksquad, we decided to be a little proactive, based on continual client demands, and developed in-house screening, over and above the standard interviewing questioning per job type. It is not an exam, it is not a grading system - it allows the candidate another form of expression, captured in their own terminology, allowing them to express themselves. It gives the recruiter further insight into the applicant - and it stays in the file. As we said earlier, all these processes must be used in conjunction with the full assessment method.

theWorksquad works with each client and candidate as though it were a JVP. We do provide more than .... with our unique database*, you the client has the opportunity to select from a general untapped picking field, we offer PPAs, Qwiz™ skill testing and with our in-house questioning, we also make available the standard credit, criminal, tertiary, driver's license and reference checks.

* Our Career Coaching (individual one-on-one sessions with Career Movers - see About Us on our Press Office http://www.bizcommunity.com/PressOffice/AboutUs.aspx?i=337 for more details) allows us to create a database of sophisticated, dynamic, talented, focused and professional candidates - a lot of whom are not necessarily available on the open market.