We source candidates through multiple channels including job boards, social media, professional networks, our internal database, referrals, and industry-specific events.
We consider the candidate’s experience, qualifications, skills, cultural fit, and alignment with the client’s values and objectives.
Our fees are typically a percentage of the candidate’s annual salary. The exact percentage can vary depending on the role and industry. We provide detailed fee structures upon request.
Our fee usually covers all aspects of the recruitment process. However, additional costs may apply for services like background checks, travel expenses for candidates etc.
Yes, we offer a placement guarantee period, typically ranging from 3 to 6 months. If the candidate leaves within this period, we will find a replacement at no additional cost.
We offer onboarding support to ensure a smooth transition and periodically check in with both the client and the candidate during the initial months to address any issues.
We start with a thorough consultation to understand your business, culture, and specific hiring needs. We also stay in regular contact throughout the recruitment process to ensure alignment.
Absolutely. We encourage client involvement in the interview process to ensure the best fit and to allow candidates to meet their potential future colleagues and supervisors.
We have strict confidentiality protocols in place. Sensitive positions are handled with the utmost discretion, and we ensure that candidate information is only shared on a need-to-know basis.
We use a variety of tools including Applicant Tracking Systems (ATS), AI-driven screening tools, video interview platforms, and job advertising software to streamline the recruitment process and improve efficiency. We also have our internal networking platform that has been developed to pull in talent from a global demographic.
Recruitment agencies conduct thorough background checks, skills assessments, and reference checks. They also often have a probation period during which clients can assess the contractor’s performance.
Yes, we offer a contract-to-hire option, where clients can hire the contractor as a full-time employee after a certain period.
Most agencies have policies in place to replace contractors who do not meet client expectations, often at no additional cost within a certain timeframe.
The timeline can vary based on the role and the availability of suitable candidates; however, we pride ourselves on providing quality candidates and keep you in the loop, but we typically aim to provide qualified candidates within a few days to a week.
We manage most of the legal and compliance issues, including worker classification, security clearances, background checks and adherence to labour laws.
Extension processes are usually straightforward, involving agreement from all parties and adjustments to the contract terms as needed.
DEI Recruitment is a specialised approach to talent acquisition that focuses on attracting, hiring, and retaining a diverse workforce. It aims to promote inclusivity by actively seeking candidates from underrepresented groups, ensuring fair hiring practices, and building a workplace that values and respects all individuals regardless of race, gender, age, disability, sexual orientation, religion, or other characteristics.
DEI Recruitment is essential because diverse teams bring varied perspectives, drive innovation, improve decision-making, and reflect the diversity of consumers and stakeholders. Inclusive workplaces also enhance employee satisfaction, reduce turnover, and create a positive company culture that attracts top talent. Additionally, prioritising DEI can help companies meet compliance requirements and define a strong, socially responsible brand.
Traditional recruitment often focuses solely on skills and experience, whereas DEI Recruitment incorporates strategies that addresses unconscious bias, prioritises diverse candidate pools, and creates inclusive hiring processes.
To make job postings more inclusive, we avoid gender-coded or jargon-heavy language, focus on essential skills rather than specific qualifications, and highlight your company’s commitment to DEI.
We minimise biases through structured interviews, standardised scoring rubrics, and blind recruitment techniques where identifying information is removed from applications. Our assessments focus on skills, experience, and cultural add rather than cultural fit, ensuring that each candidate is evaluated fairly based on merit.
DEI metrics help track the effectiveness of your recruitment efforts by measuring the diversity of your applicant pool, hiring rates for underrepresented groups, and retention rates. These insights allow us to identify areas for improvement, set benchmarks, and make data-driven adjustments to your recruitment strategy.
We source diverse candidates by engaging with professional associations, community groups, and most importantly our robust network of diverse talent who are locally and globally situated. We also leverage on our strategic partnerships that advocate for diversity in the workplace, ensuring access to a broad range of qualified candidates.
We offer comprehensive training programs for hiring managers that cover topics like unconscious bias, inclusive interviewing techniques, and equitable decision-making. These workshops equip your team with practical tools and knowledge to foster a fair hiring environment, ensuring that all candidates are given equal opportunities.
Success is measured through a combination of quantitative and qualitative metrics, including the diversity of new hires, employee feedback, retention rates of underrepresented groups, and overall employee satisfaction. Regular analysis of these metrics allows us to continuously refine our DEI strategies and celebrate progress toward your diversity goals.
