Through trial and error, we have developed, refined and perfected our own way of recruiting to achieve the desired results for both Employers and Job Seekers. The Wesrec Way is the process we take to ensure that your search efforts are successful.
4. Assessments
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Employer Interviews
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Technical Assessments
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References / Verifications
3. Sourcing
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Talent Search
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Wesrec Interviews
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Talent Attraction
2. Calibration
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Candidate/Job Summaries
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Market Research & Strategy
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Benchmarking
5. Offer
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Creating the Offer
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Preparing for Counteroffers
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Presenting & Negotiating
6. Onboarding
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Defining Success Metrics
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Onboarding Process
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Aftercare
1. Evaluation
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Company Overview
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Challenges & Needs
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Progression & Hiring Process
3. Sourcing
-
Talent Search
-
Wesrec Interviews
-
Talent Attraction
6. Aftercare
-
Defining Success Metrics
- Onboarding Process
-
Aftercare
2. Calibration
-
Candidate/Job Summaries
-
Market Research & Strategy
-
Benchmarking
5. Offer
-
Creating the Offer
-
Preparing for Counteroffers
-
Presenting & Negotiating
1. Evaluation
-
Company Overview
-
Challenges & Needs
-
Progression & Hiring Process
4. Assessments
-
Employer Interviews
-
Technical Assessments
-
References / Verifications
We're not worried when we help you hire, so why should you need to be?
Exploring new career opportunities has never been easier for candidates, and the cost of a "bad hire" can be astronomically high, these factors combined with many others, make retention an increasingly prevalent issue for employers.
We feel that the right thing to do is to trust the people we work with and believe in the fact that our placements will be a great long-term fit. Our extensive guarantee periods will further support your risk mitigation strategy and reduce the stress involved in hiring and onboarding.
Our recruitment methodology revolves around finding a great long-term fit between with candidates and employers. For the recruitment team at Wesrec, this means focusing our searches on finding candidates that align with organizational vision, values and purpose, as well as knowing that they can do the job well. When a candidate can align themselves with the vision of a company, we often find that their reason for work becomes that vision, as opposed to the money they get paid to work there; in turn, the quality of work is usually higher.
Why - Core Purpose.
When an employer is clear on its purpose (i.e., why they do what they do), it becomes an easy task for candidates to figure out what the purpose means for them personally, if they associate with the same beliefs and can see themselves supporting that purpose.
We believe that the most successful employees align with the purpose of the organization, feeling motivated and fulfilled by actualizing that purpose. When the purpose is clear we find that employees are more engaged as both individual contributors and as team players.
How - Core Values.
After aligning purpose, we have to make sure that the candidate will connect with the team and company culture.
Culture, simply put, is how a group of people think, feel, behave, and act. We find that the best way of identifying fit with culture, without actually hiring the employee and seeing it firsthand, is to assess cultural fit based on shared values.
Your company may or may not already have established a set of values that you hire for. In any case, we find it helpful to talk about behavior in the team and workplace before we dive into a search. Similarly, we discuss personal value systems and beliefs with candidates we work with as we match them to job opportunities.
What - Logical Reasoning.
The best candidates will ask probing questions and will need to understand why an opportunity makes sense logically; and will want to understand the job specification, business performance, objectives, assumptions, challenges, compensation etc.
Our curious recruitment experts will clarify all of the information that they need in order to be a trusted representative of your business when evaluating your hiring needs and forming a search strategy.
This includes audit, tax, financial accounting, FP&A, cost/property/development accounting etc.
Executive Recruitment Agencies typically work on C-Suite and VP/Director-level roles across. Our executive recruiters work with any and all industries across a broad range of functions.
