Employers

With the delivery of any jobwire Service or Product clients will always get

1. Uniquely designed service focussed on achieving the clients best ROI on talent spend.

2. Our uniquely designed services and products will always include the best and most creative use of technology.

3. On every occasion clients will receive the most effective combination of professional skill.

4. Services and Products will always be delivered with appropriate speed

Retained Search

jobwire researches and assesses, using a unique blend of technology and professional skill, the best talent in your market – confidentially.

Retained Search is where jobwire is briefed to proactively seek out the talent, using research (and advertising only if appropriate) to match the employers specific requirements. The identified talent may be active or passive. jobwire is directly involved in the assignment from brief to at least 90 days post commencement.

Retained Search best suits a client requiring talent at a senior level (national manager, general manager on up to “C” level) and/or with rare and specific skills and experience. Retained Search is most cost effective where these skills and experience are a higher priority than the time taken to find the right Talent.

A significantly customised search assignment is typical of the Retained Search Product.

Confidentiality is often a crucial consideration.

While the vast majority of Retained Search results in successfully attracting the exact talent fit, the employer who uses Retained Search understands they are briefing jobwire to perform a quite specific process and that may not result in talent placed.

Regular and extensive communication and co-operation jobwire and its client is essential to achieving planned results.

A typical Retained Search will be completed in 4-8 weeks with placement taking longer sometimes.

Unique benefits of Retained Search

1. Exclusive focus on searching passive talent ideal for employer requirements

2. Professional consulting support setting agreed search criteria and process

3. Assignment completed within agreed timeframe (4-8 weeks usually) and budget

4. Customised search within a narrow market

5. Identifying the exact talent

6. Strict confidentiality

7. Market experienced research professionals

8. Unique talent profile (content agreed with employer) presented for each shortlisted prospect

9. Agreed fee based on the level of salary for the proposed position

10. Fee paid by instalment throughout assignment with final payment due on commencement of successful talent

Contingent Search

jobwire uses technology creatively to present to your business the best assessed and profiled shortlist of active talent in your market.

Contingent Search is where jobwire is briefed to provide a shortlist of active talent that, at the time of advertising, best fit the employers requirements. jobwire is actively involved in the assignment from brief to shortlist and then only as active as the employer requests from shortlist to talent commencement.

Contingent Search best suits an employer looking to place appropriate talent into a standardised role where skill and experience requirements are clearly defined.

The time to find the talent and to place them into the position are of equal or more priority than the exact skill and experience profile.

While jobwire will design a unique assignment specification to successfully meet the clients requirements, attraction and assessment techniques will follow a proven and successful template. Confidentiality may not be a high priority.

Significant communication and co-operation between jobwire and client is required however once jobwire provides the client with an acceptable shortlist jobwire’s involvement in the process diminishes until the client completes interviews and decides on successful and unsuccessful talent.

The typical Contingent Search is completed within 14 days.

Contingent Search

1. Professional consulting support setting agreed selection criteria and attraction process

2. Assignment completed with urgency – usually within 14 days

3. Employer confidentiality throughout process only if required

4. jobwire talent profile presented for each shortlisted talent. Includes

jobwire consultant report

jobwire talent profile (talent resume included if required)

Checkster 360 reference report

Background and qualification verification

Introductory talent video

5. agreed fee payable within 14 days of talent commencement. No fee payable if no commencement

6. one guaranteed replacement at no extra cost if the talent fails in the position or leaves voluntarily – both within the first 90 days after commencement

jobwire Performance Search

jobwire uses technology and professional skill creatively to ensure the best talent for your business while reporting measurable ROI on your talent spend.

jobwire Performance Search is where jobwire is briefed to proactively seek out talent using advertising (and research if appropriate) to match the employers specific requirements. The talent may be active or passive. jobwire is actively involved in the assignment from brief to 90 days post talent commencement.

jobwire Performance Search best suits the client looking to place talent into a well defined role where the skill and experience profile is also well defined.

While time to fill the role is a very high priority, ensuring early and high level productivity and retaining the talent for the longer term are the highest priorities.

Confidentiality may not be a high priority, in fact advertising the client employer brand maybe a significant benefit.

Substantial communication and co-operation between jobwire and its client are essential and jobwire remains completely involved in the assignment until placement and then significantly involved until at least 90 days post placement.

The typical jobwire Performance Search is only successfully completed when the client has had proven productive talent in their business for 90 days.

While the client pays a small non-refundable service fee at presentation of an agreed shortlist of up to five the balance of the performance fee is only payable when testing has proved completion of the assignment. Usually at 90 days post placement.

jobwire Performance Search

1. Professional consulting support setting agreed selection criteria and attraction process

2. Assignment completed with urgency – usually within 14 days

3. Employer confidentiality throughout process only if required

4. jobwire talent profile presented for each shortlisted talent. Includes

a. jobwire consultant report

b. jobwire talent profile (talent resume included if required)

c. Checkster 360 reference report

d. Background and qualification verification

e. Introductory talent video

5. jobwire consultant provides onboarding coaching support to talent up to 90 days after commencement

6. agreed fee paid in two instalments

search fee (typically 15% of agreed fee) payable on presentation of agreed (up to 5) shortlist

Performance fee (balance of agreed fee plus bonus if applicable) payable on successful completion by talent of first 90 days after commencement

Success to measured by comparison of prehire Checkster 360 reference report with new Checkster reference report completed in the new role at about 80 days post commencement. 5 key agreed measurements from post commencement report must equal or surpass same measurements in pre-hire report.

jobwire Unbundled Search Services

jobwire flexibly unbundles search products to meet your business needs while still providing the most effective use of technology and professional skill.

jobwire Unbundled Search Services is where jobwire is briefed to provide to a client employer only individual components of the search process

jobwire Unbundled Search Services

Best suits an employer looking to outsource on individual parts of the full search assignment. The client pays for these services on a “time taken” or “fee for service” basis.

jobwire Unbundled Search Services

1. flexibility for the employer wanting to keep insourced some talent attraction and assessment processes

2. any part of the process can be outsourced

3. fee for service pricing

Temporary/Casual staff Search

project management or hiring team members for a specific or nonspecific task for either a specific or non-specific period is becoming more and more common in a competitive market where businesses cannot afford to have under-utilised waiting for a project to materialise.

other scenarios may include: · there may be a specific need at a specific time that is not within the range of skills of the current team members · utilising current employees may be a distraction from the critical day-to-day management of the business.

needs analysis work profiling

typically the traditional approach of recruitment firms is to accept a client brief to recruit a new employee without questioning the rational of such a decision. we will not do that willingly! our approach is to question, every step of the way. our approach enables us to have a clear picture of what the client is expecting, so that if we proceed with recruitment the successful candidates is fully briefed and expectant. a series of meaningful kpi’s will be drafted around the expected outcomes of the position.

Talent Attraction, Assessment and On-boarding Services.

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