OUR RECRUITMENT PROCESS

Define the Need

Clarify the role: What problem is this role solving? Is it a replacement, or growth-based? Outline key responsibilities and what success looks like. Determine if it’s full-time, part-time, contract, or freelance.

Create the Role Profile

Draft a clear, compelling job description with tasks, expectations, required skills, soft skills, team culture). Include essential requirements and prefer to have requirements. Align it with company values and long-term goals.

Attract Candidates

We search our database which is extensive. Our research and resourcing team search across LinkedIn and all job boards using Boolean searches.  Post on job boards LinkedIn, Indeed, Totaljobs, niche site. Leverage internal referrals, social media and professional networks.

Screen Applications

Candidates who do not meet the minimum requirements are filtered out.

For suitable candidates our team utilise structured screening questions.

We look for alignment, not just credentials — especially attitude and potential.

Savannah Interview Process

We conduct an Initial screening by teams to assess location, salary requirements, cultural fit, communication, interest level.

We then dive into technical or role-specific questions, scenarios, experience and walk-through the role. We will always ask our candidates’ permission to present their CV to our Client.