Teleresources recognise that the quality of our candidates is one of our greatest assets and we are continually developing new initiatives to ensure that we attract and retain the highest quality candidates. The following attraction strategies are adopted:
| Database | Large candidate database that can be easily accessed by a very powerful search engine. Searches are possible on core areas such as location, job title and salary along with completely tailored searches on any key words. This enables us to find large volumes of staff at short notice or to fulfil urgent projects. |
| Media Advertising | We advertise in the majority of local press and some national and trade press, using menu style adverts to attract a broad spectrum of temporary and permanent candidates. |
| International Adverts | Adverts are also placed in Australian, New Zealand and South African publications to attract candidates to register with Teleresources on arriving in the UK with long term working visa's. |
| Internet Recruitment | Websites and job boards are utilised to capture those candidates who prefer to conduct their career search over the Internet. |
| Open Days | We operate regular open days in our regional offices. These days play a major part in recruiting specific skill sets. |
| Leaflet Drops & Local Job Centres | Leaflets can be distributed at train stations, in shopping precincts and other relevant locations. We also work very closely with local job centres. |
| Sister Companies | Our sister companies allow us to access a further database of potential applicants. We use this route to enable us to fulfil large volume clients include our master vendor contracts. |
| University Relationships | We work with Universities to provide an additional candidate pool for customers. This has enabled us to successfully provide part time and shift working staff. |
Teleresources Consultancy have a through screening process which includes:
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| Advertisement Response | Applicants from all attraction sources are filtered and assessed against pre-established criteria. Suitable candidates are invited to a face-to-face or telephone interview with a Teleresources Consultant. |
| Teleresources Face to Face/Telephone Interview | Interviews cover work history, reasons for leaving and to include a range of competency-based questions. An evaluation of the candidates' suitability in terms of attitude, approach and culture fit is also made. |
| Referencing | We undertake referencing services on behalf of our clients, as a standard we work to two references. Either the last two employers or the last two years, which ever is the longest. However where other specific client requirements exist we are happy to change our process to fall inline with a required standard. |
| Specialist Reference Options |
In addition to our standard referencing services we have added the following to assist with clients with specific security requirements.
- Completion of security clearance paperwork. We have experience in assisting staff in completing security documentation.
- CRB checks. We are able to offer the ability to provide CRB checks in conjunction with an umbrella company.
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| Identity and Eligibility Vetting |
All candidates are supplied in accordance with the Conduct of Employment Agencies and Employment Businesses Regulations 2003. As such we seek and retain proof of the following:
Evidence of Identity
Eligibility to work
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| Skills Testing | Spelling, numeracy, word comprehension, data entry and Microsoft package skills can be tested.In addition if qualifications are required we ask to see certificates and keep a record on file. |
| Personality Profiling | We can also undertake Thomas International Personal Profile Analysis (PPA) which provides an insight into how people behave at work answering questions such as - What are their strengths and limitations? Are they self starters? How do they communicate? What motivates them? |
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