Recruitment Marketing Platform

Your staff is your greatest resource and one of the biggest investments you will make in your business.

Did you know that it can cost your business anywhere between $50-$100K if you recruit the wrong staff member? This includes lost time, salary, loss of production, as well as damage to your business and staff culture and morale.

Your business engages the expert skills of Lawyers, Accountants and IT Specialists to ensure your business runs successfully. This should also extend to the expertise of Recruitment Specialists who are qualified in Human Resources and trained in successful and proven recruitment methodologies.

This is where Indigo HR has the expertise and knowledge to work with your business in sourcing staff. All our consultants are qualified Human Resources consultants and have over 20 years experience in a variety of industries.

Our recruitment model is a proven recruitment system, which delivers the results to you and your business, the first time.

We are so confident in our recruitment system and expertise, that we are happy to offer lengthy guarantee periods.

We understand that no two businesses are the same so we offer a range of flexible recruitment options.

  • Prestige Recruit – top of the range full recruitment service
  • Select Recruit – recruitment with extended payment options
  • Flexi Recruit – choose only parts of the recruitment process
  • Temp Recruit –providing staff on a temporary basis

View Full Description of Recruitment Options

Prestige Recruit

Prestige Recruit is our top of the range full recruitment service, which is based on our successful 5 step recruitment model. It is a recruitment and HR package rolled into one. Prestige Recruit is an end-to-end service unlike any offered by our competitors.

Prestige Recruit includes the following:-

  • 5 step Proven Recruitment Model
  • Reduced placement fee
  • 12 months’ guarantee
  • 12 months of HR employee follow up
  • Employment Contract

Please see below a full description of the 5 steps in our recruitment model.

  1. Creating Business Profile

    This is the very important first stage as we gain an understanding of your business structure (people, systems, processes and procedures), mission/vision and goals and objectives.

    To effectively find the right people, we have to know your business, the interactions and interrelations of processes and people. We like to think of ourselves as an extension of your management team and work closely with you to source the right candidate.

    This first stage consists of the following:-

    • Meet with you at your business to discuss your requirements
    • Business Profile. We gather the following information:-
      • Background, systems, processes and procedures
      • Profile of your people
      • Business Support needs
    • Gain an understanding of the role and compile a Position Description
    • Position Criteria (Job Analysis)

    Set the criteria of the role to ensure the core competencies of the role will be met and the personality style compliments the culture of the practice

  2. Interviewing and Analysing

    We have found Seek internet employment site to be the most effective advertising means in sourcing quality staff. However, we also utilise a range of online employment sites. We also search through our extensive database of candidate. The advertisement of the position is also placed on the Indigo HR website.

    The job advertisement is very important as it markets your business and describes the role in detail. A job advertisement’s aim is to attract the attention of the candidate and elicit desire in them to apply for your position over another position, which may only have given a brief description of the role and no real understanding of the business or role.

    We produce an advertisement that is detailed, eye catching (attention, interest and desire to apply) and specifically attracts the target market. We forward the draft advertisement through to you for review before placing on the employment sites.

    Our interview process is the opportunity for us to thoroughly get to know the candidate on all levels and analyse their suitability based upon the Business Profile. Our interview questions are designed to give us a deeper understanding of the candidate’s work history, career aspirations, experience, skills, strengths and weaknesses. We utilise behavioural questioning in line with the competencies required for the position.

  3. Assessment of Skills

    It is important to verify a candidate’s skills and personality to ensure they meet the core competencies of the role and suitability to the business environment and culture. We have a series of assessments that we are able to conduct on candidates, dependant on the role and skill competencies required.

    We conduct assessments on Typing, Microsoft Office skills, Spelling & Grammar.

    We also utilise the DISC profiling system, which is an excellent assessment as it assists in understanding how a person communicates in the workplace and effective methods of managing this person.

  4. Reference Verification

    We provide you with a detailed and quality workplace reference relating to the candidate’s past work history, duties, experience and performance. The candidate’s referee is also given a detailed description of the role they have applied for and the duties and responsibilities contained within the role. This is to ensure the accuracy and quality of the reference, with specific relevance to the role.

  5. Performance Management Review, Planning & Development

    Once the new employee commences in the role, it is important to monitor and evaluate their performance on an ongoing basis, to provide quality feedback and to continue to develop their skills and knowledge within the role. This is valuable to you as an employer as it creates a motivated and enthusiastic employee and enables you to establish effective goals and objectives within the role, which will contribute and lead to the overall success of the business.

    We provide a performance management review, planning and development programme for the new employee during the first 12 months of their employment. Our programme is structured as follows:-

    Management Review Planning & Development
    1 Month Review and evaluation with employee and direct supervisor by telephone
    2 Months Review and evaluation with employee and direct supervisor by telephone
    3 Months Performance Management Review & Development Meeting to review performance and to establish goals for the next three month period
    6 Months Review of Performance Development Plan and goals
    9 Months Review of Performance Development Plan and goals
    12 Months Review of Performance Development Plan and work in conjunction with direct supervisor in line with yearly 12 month Performance Review

Select Recruit

Select Recruit is our recruitment package for employers who still want the full recruitment service, but would like the option of paying the recruitment placement fee over an extended period of time.

It is a recruitment and HR package rolled into one. Select Recruit is an end-to-end service unlike any offered by our competitors.

Select Recruit includes the following:-

  • 5 step Proven Recruitment Model
  • Higher placement fee
  • 12 months’ guarantee
  • 12 months HR follow up
  • Pay the recruitment placement fee over a 6 month period. Please note this is our standard payment period, however we are happy to discuss suitable options with you.

Please see below a full description of the 5 steps in our recruitment model.

  1. Creating Business Profile

    This is the very important first stage as we gain an understanding of your business structure (people, systems, processes and procedures), mission/vision and goals and objectives.

    To effectively find the right people, we have to know your business, the interactions and interrelations of processes and people. We like to think of ourselves as an extension of your management team and work closely with you to source the right candidate.

    This first stage consists of the following:-

    • Meet with you at your business to discuss your requirements
    • Business Profile. We gather the following information:-
      • Background, systems, processes and procedures
      • Profile of your people
      • Business Support needs
    • Gain an understanding of the role and compile a Position Description
    • Position Criteria (Job Analysis)

    Set the criteria of the role to ensure the core competencies of the role will be met and the personality style compliments the culture of the practice

  2. Interviewing and Analysing

    We have found Seek internet employment site to be the most effective advertising means in sourcing quality staff. However, we also utilise a range of online employment sites. We also search through our extensive database of candidate. The advertisement of the position is also placed on the Indigo HR website.

    The job advertisement is very important as it markets your business and describes the role in detail. A job advertisement’s aim is to attract the attention of the candidate and elicit desire in them to apply for your position over another position, which may only have given a brief description of the role and no real understanding of the business or role.

    We produce an advertisement that is detailed, eye catching (attention, interest and desire to apply) and specifically attracts the target market. We forward the draft advertisement through to you for review before placing on the employment sites.

    Our interview process is the opportunity for us to thoroughly get to know the candidate on all levels and analyse their suitability based upon the Business Profile. Our interview questions are designed to give us a deeper understanding of the candidate’s work history, career aspirations, experience, skills, strengths and weaknesses. We utilise behavioural questioning in line with the competencies required for the position.

  3. Assessment of Skills

    It is important to verify a candidate’s skills and personality to ensure they meet the core competencies of the role and suitability to the business environment and culture. We have a series of assessments that we are able to conduct on candidates, dependant on the role and skill competencies required.

    We conduct assessments on Typing, Microsoft Office skills, Spelling & Grammar.

    We also utilise the DISC profiling system, which is an excellent assessment as it assists in understanding how a person communicates in the workplace and effective methods of managing this person.

  4. Reference Verification

    We provide you with a detailed and quality workplace reference relating to the candidate’s past work history, duties, experience and performance. The candidate’s referee is also given a detailed description of the role they have applied for and the duties and responsibilities contained within the role. This is to ensure the accuracy and quality of the reference, with specific relevance to the role.

  5. Performance Management Review, Planning & Development

    Once the new employee commences in the role, it is important to monitor and evaluate their performance on an ongoing basis, to provide quality feedback and to continue to develop their skills and knowledge within the role. This is valuable to you as an employer as it creates a motivated and enthusiastic employee and enables you to establish effective goals and objectives within the role, which will contribute and lead to the overall success of the business.

    We provide a performance management review, planning and development programme for the new employee during the first 12 months of their employment. Our programme is structured as follows:-

  6. Management Review Planning & Development
    1 Month Review and evaluation with employee and direct supervisor by telephone
    2 Months Review and evaluation with employee and direct supervisor by telephone
    3 Months Performance Management Review & Development Meeting to review performance and to establish goals for the next three month period
    6 Months Review of Performance Development Plan and goals
    9 Months Review of Performance Development Plan and goals
    12 Months Review of Performance Development Plan and work in conjunction with direct supervisor in line with yearly 12 month Performance Review

Flexi Recruit

Flexi Recruit gives employers the option to tap into the expertise of qualified Recruitment Consultants, for components of the recruitment process.

Flexi Recruit can assist your business with :-

  • Creation of Position Description and Position Criteria
  • Drafting a job advertisement
  • Conducting telephone interviews with candidates
  • Conducting face to face interviews to short list candidates
  • Conducting face to face interviews with you and short listed candidates
  • Conducting reference checks

This service works well on volume recruitment campaigns as well as individual recruitment, working along side an experienced consultant.

Temp Recruit

Temp Recruit enables employers to engage the services of a temporary staff member to cover annual leave, or to assist during those busy periods.

Temp Recruit can assist your business with temporary positions in:-

  • Administration and Reception
  • Management
  • HR
  • Accounts
  • Sales
  • Retail & Hospitality
  • Legal
  • IT

We place temporary staff from one week, one month and up to longer term roles.

Working in conjunction with you, we are able to plan temporary staff placements so there is no hick up to your business and productivity.

We provide a selection of temporary candidates for your review and selection prior to booking the temporary placement.

The temporary candidate is employed and paid by you on a temporary basis and we charge you a small administration booking fee based on the duration of temporary services.