RecruitNZ is a one stop shop for recruitment in NZ.

On this page, we explore how clients and candidates can each get the best possible value from professional recruitment services.

We specialise in finding the right person for the job, regardless of the nature of the business, industry or level of seniority.

RecruitNZ is unique in this way – our first priority is getting to know people. We believe that if you get the right person in the right seat at the right time, your business will grow organically.

Good recruitment practices start at the very beginning of the path toward business growth, and that means finding out about your business culture. All businesses have a culture & a leadership style regardless of the size of the team.

Understanding the team dynamic and how the owner prefers to manage people is very much key to finding the candidate who will be successful in your business.
Our top priority is to find someone who has the required skills and training and who also fits the team culture well, so they will stay with your business longer and continue to add value into the future.

The critical steps to successful recruitment with an agency

The first thing we do is listen to what you feel you need and understand that in the context of your overall business structure.

Specifically, we will drill into the following:

  • Skills you have already in the team.
  • Skills you feel you are presently lacking.
  • Core functions of the role you are recruiting for.
  • Future direction for the role and potential for future growth for any advanced candidates stepping into the role.
  • Other roles that interact with this one.

We would then expect to reverse brief the recruitment role back to you and – once we have clear agreement on the path forward, the type of person, the level of experience and the skills required to take the role – we will commence the recruitment process.
Following a structured and specific process ensures that we cover every important aspect.

First, we write the Job Specification.

The job specification determines the skills required to successfully deliver the functions of the position.

This document focuses on work delivery from a skills and output point of view and will also detail the degree to which inter personal communication will be required with other team members, other teams in the business and with external businesses and agencies.

Also key to the Job Specification is whether you want this employee to work independently & possibly even make decisions – or to revert back to you or to a line manager for decisions. This determines the relative level of seniority and importantly makes it clear to all parties included in the process where this role sits in the organisational structure.

One important thing to note is that the elements of work in the Job Description fit logically together and will logically fit with one personality type.

For example, recruiting an extroverted, people oriented sales person and including a significant amount of detailed documentation in the role will probably not work out as you had imagined.
Keep the jobs to be performed by the position in one arena as much as you can.

Next, we write the person specification.

The person specification will list the type of person who is most likely to be successful in this role. Their skills and experience will come first, but personality traits that should fit with this type of role will also be included in this section.

Asking the simple question of ‘what types of jobs do you like doing in your current role’ will give you an excellent insight into whether you are in the right zone or not.

Remember, some people are quite skilled at giving the answers they think you are looking for, so always drill in for specific examples and performance related questions that can be checked at a verbal reference stage.

More about the person specification here

DISC Profiling in Candidate Selection

We often use the DISC personality assessment to assess how people are likely to relate to specific tasks (DISC stands for Dominance Influence Steadiness Conscientiousness).

Each person has aspects of each in their personality but gravitate predominantly to one quadrant. Most people move across two or even three depending on the situation they are in.

For example, some dominants can become Influencers when they are not actually in charge – it’s their way of gaining some control (politicians are a good example of this at play). As another example, if your environment is very dynamic and continually throwing new challenges, the S types may find it stressful. Similarly, if you like to make decisions on the fly, you won’t keep a C content.

C’s require supporting evidence and documentation for decision making.

Our recruitment consultants are very skilled at using DISC assessments to weigh up candidates for specific roles and will almost always use this type of assessment (including DISC profiling you probably).

DISC is one of the most helpful tools recruitment agencies use to get continually positive recruitment outcomes for clients.

Read more about DISC assessments

Interview Structure

This is the part where employers tend to get unstuck – and often the point where the experience and input of the recruitment agency team is of the greatest practical value.

Meeting the candidates changes everything.

If you have followed a robust screening process in selecting your face to face interviewees, you will only have a handful – and it’s likely that any of them could do the job. This will definitely be the case if we have managed selection through to shortlist for you.

Now it’s time to select the right one for YOUR position, and that’s where cultural fit is super important.

Employers often gravitate toward the person that they enjoy the personality of, and that’s fine – assuming the skills and culture fit are in line. Coming back to the DISC assessment just for a moment as an example of why this aspect of recruitment is important in candidate selection – Influencers are extremely good at putting their best foot forward to make a positive impact. Understanding to what degree you do or do not need the D,S & C personality elements will make the biggest difference to the eventual outcome in this example.

Similarly, if you need a person in your team to manage processes, you’ll need a C – but if that person needs to interact with other departments or conduct any form of future training, an element of S or D may come in handy. I’s do not make good clerical employees, but an I teamed with a C can become a rockstar team.

Read more about Interview Structure

Interview Guide

A very important part of your interviewing process is to have an interview guide.

The interview guide not only keeps you on track but also ensures that you put the same questions to each candidate instead of following the line of conversation of the interview.
In this, you can directly compare each of the answers (and the specific examples that they gave). This is a very telling post-analysis and often makes it actually very easy to pick out the best candidate for the job and for your business.

As you can see, the DISC personality assessment is a valued tool for recruitment decisions, as is having a structured, considered process to follow.

Here are some ‘hard’ questions you could consider adding to your interview

Interview Feedback

Another area where utilising external recruitment services is of very high value is post interview, where both the candidate and the employer can give open feedback to an independent party on how he or she felt the interview went and whether or not it’s a mutually good fit.

Reference & Background Checking

If nothing else – we absolutely recommend that you outsource your reference & background checks. While sometimes seen as extra work by employers, experience tells us that reference checking is time well spent.
In your interview guide, you will have at least one specific example that can be double checked for veracity.

Much as we would like all candidates to have given us clear and correct examples of who they are and what they have achieved, sometimes this proves not to be the case.

As recruitment professionals, we are very skilled in asking the right questions – questions that can be answered truthfully and that are indicative of whether or not this is the right candidate for you.

Police checks are also well worthwhile. While this may seem overly cautious, it pays to be so.

Read more on reference checking…

 

Employment Agreements and Offer of Employment

Following your final selection, a formal offer of employment and Individual Employment Agreement must be sent to the selected candidate.

While that may appear straightforward, this is where robust HR processes are required.

The creation of the employment agreement is the handover from recruitment to HR and is the point where our sister company ConsultingHQ can become involved – to ensure that your HR processes are up to date and compliant with current regulations & requirements.

Failing to follow correct HR processes is almost always where employers end up in hot water or with potential grievances from employees.

Post employment processes also become very important at this stage – such as employee records, building training and development plans for each employee, KPI measurement & performance reviews – it’s almost a full time job for business owners to keep up with the monitoring and managing of HR processes, so outsourcing these to an external HR expert consultant does make good sense.

For Employers Recruiting Workers From Overseas

RecruitNZ has a separate business division for recruitment of skilled workers from the Philippines.

While this is a different area of recruitment to standard recruitment of NZ employees, the underlying process – while much longer, more regulated and more complex, is exactly the same in principle as the above.

Trial and Probation Period

RecruitNZ considers the recruitment job to be completed at the stage where the employee reaches the end of the 90 day trial period for a business with fewer than 20 employees (assuming this is included in the employment agreement), or when any agreed probation period is completed for businesses with 20 or more employees – again, assuming this is included in the employment agreement.

Long term relationship with your recruitment agency

So, now you can see the depth and extent of the relationship of an employer with a recruitment agency.

First getting to know you and understanding the culture of your existing team.

Examining the role that is to be filled and identifying the nature of the person who would best fit with the existing culture and business goals.

Interviewing and reference checking suitable potential candidates then seeing them through to the end of their initial employment with you – potentially also including some of our HR consultants in the future.

As recruitment professionals, we become part of the team, and part of your management resource. Our understanding of your business challenges is unparalleled, as we interface with a large number of other business owners just like you – and can draw on the global learning to help each employer forward.

While every exchange with you is regarded as confidential – as external experts in our field, we are able to give you an excellent exposure to the employment market in general.